The Grow Model
Coaching Tips: The GROW Model
One of the most common questions asked about coaching is “What process should I follow?” There is no single answer to that, however if it is assumed that coaching is largely a structured interaction about a topic where the coach seeks to ask questions to encourage the other person to develop solutions to the challenge or problem they face, then the GROW model is one of the most popular.
The GROW model describes 2 key elements and a 4 stage process model to develop.
The key elements are
Awareness: Before any change can take place, an individual must become aware of their environment so that they can begin to perceive and judge their own performance Awareness is recognising what is happening around you and understanding what you are experiencing
Responsibility: When an individual chooses to take responsibility for their thoughts and actions, then their commitment to them increases with a corresponding increase in performance.
The primary role of any coach is to raise both the awareness of an individual to their situation by asking searching and clarifying questions and to ensure that the individual takes personal responsibility to actively pursue any resulting actions. The coach is present to help the individual work out what needs to be done, not to provide the answer.
This is achieved by asking questions rather than giving answers. The GROW model proposes a questioning sequence as follows
Goal Clearly establish the desired end point in a positive, motivating manner
Reality Check the current situation, e.g. resources, attitude
Options What are the alternative strategies or opportunities?
Will What is the commitment to do it, what are they willing to give up to achieve it
On the next pages you will find some example questions that can be used to elicit information on each of the 4 stages of the model. Please be aware that these are only examples to show the different type of questions that
One of the most common questions asked about coaching is “What process should I follow?” There is no single answer to that, however if it is assumed that coaching is largely a structured interaction about a topic where the coach seeks to ask questions to encourage the other person to develop solutions to the challenge or problem they face, then the GROW model is one of the most popular.
The GROW model describes 2 key elements and a 4 stage process model to develop.
The key elements are
Awareness: Before any change can take place, an individual must become aware of their environment so that they can begin to perceive and judge their own performance Awareness is recognising what is happening around you and understanding what you are experiencing
Responsibility: When an individual chooses to take responsibility for their thoughts and actions, then their commitment to them increases with a corresponding increase in performance.
The primary role of any coach is to raise both the awareness of an individual to their situation by asking searching and clarifying questions and to ensure that the individual takes personal responsibility to actively pursue any resulting actions. The coach is present to help the individual work out what needs to be done, not to provide the answer.
This is achieved by asking questions rather than giving answers. The GROW model proposes a questioning sequence as follows
Goal Clearly establish the desired end point in a positive, motivating manner
Reality Check the current situation, e.g. resources, attitude
Options What are the alternative strategies or opportunities?
Will What is the commitment to do it, what are they willing to give up to achieve it
On the next pages you will find some example questions that can be used to elicit information on each of the 4 stages of the model. Please be aware that these are only examples to show the different type of questions that