The GROW Coaching Model

Coaching with the GROW model:
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The GROW model is probably the most used coaching model around. It is super simple to remember and to use in all coaching situations. This video explains in simple terms what the GROW model is and gives you specific questions for each stage of your coaching conversations.
In this video we will look at the GROW coaching model. You will learn or be reminded of each of the stages of a good coaching conversation and I will give you some example questions that you can use for each stage.
This video is only an overview of the GROW model and does not include all the other elements of coaching. Those are covered in other videos. If you are planning to do some coaching, then this will be a perfect reminder for you of the basics.
The GROW model provides a simple structure for your coaching conversations and can be used in sessions that last anywhere between five minutes and several hours.
In the model there are four stages.
The G stands for Goal, the R is for Reality, the O stands for Options and the W is for What is to be done, by When, by Whom, and the Will to do it?
Of course you will probably move back and forth between stages, but the main thing is that you consider each of these stages when you are coaching.
So let’s work through these stages one at a time.
Starting with G for Goals.
Clearly goals are important. Without a goal of some kind we have no idea what we are aiming for or what direction to go in.
And as you start any coaching conversation with a coachee there are two levels of goals to consider:
Firstly, the Goal for the session. This could be an action plan or simply more awareness or ideas around something that is important for the coachee.
Secondly, the Goal for the specific issue to be discussed, that is important to them.
Now, in this regard, there are different types of goals, so let’s talk about these one by one.
The first type of goal is the Dream - this is the desired long-term ideal. For example, a dream might be wanting to be healthy, successful, and to make a difference in the world. It is quite broad and general. But it’s also somehow always there in the background and will subtly influence our lives and the choices we make.
The second type of goal is the End Goal - this is a significant objective that your coachee wants to achieve. For example, running their own business or maybe selling it, or becoming a senior manager, or perhaps beyond the work environment, something like winning a sporting event. An End Goal provides the inspiration and motivation to take action. It is a real image in your coachee’s mind of an end state that they can describe in detail. They have some control over it, but not total control.
The third type is the Performance Goal - this is what your coachee has much more control over - for example, the number of orders processed, or Total Sales, or Total Net Profit, or if it’s sports related, perhaps running ten kilometres in fifty five minutes. A performance Goal gives your coachee the specification for their actions. It is a stepping stone towards their end goal.
And when it comes to performance goals for them, you would be wise to ensure that they are SMART as well:
SMART as in Specific, Measurable, Agreed, Realistic, and Time phased. If all these factors are considered when designing the goal then your chances of success are increased.
So it is useful to help your coachee to speak about all three types of goals, but especially their end goal and performance goals.
Some good questions you might ask your coachee in this first stage of the conversation include:
• What would you like to get out of this session?
• What would you like to be different when we finish this session?
• What is your Dream?
• What is your end Goal?
• What are you ultimately seeking to achieve?
• What performance goal would support that end Goal?
• What is something that is in your control and will help you move towards your end goal?
Once the coachee has defined a goal for the coaching session AND a specific performance goal for the issue that is important to them, then you can proceed into the next stage. Don’t worry if the performance goal is not that well defined at this stage. You can always come back to it.
Don’t skip over this goal setting stage to get to the current reality too soon. If you do this you may limit the coachee’s thinking to just a quick fix for a current problem without them remembering the bigger picture and what they are trying to achieve.
The next stage then is R for Reality