August 9, 2023
For Teams

GROW Model for Coaching

Unlock your team’s potential by using the GROW model to guide your team towards success while fostering growth and development

When managing people in a hyper-growth environment, managers often have the tendency to focus more on results and the tasks at hand. This is completely understandable.

Traditionally, managing is showing someone what to do and how to do it. Conversely, coaching emphasizes showing someone why they should do something. It inspires them to take matters into their own hands to make a difference. Asking the right coaching questions allows us to give them the tools to arrive at answers not just right now, but in the long term.

GROW is a coaching model that helps individuals achieve their goals. It was developed by Sir John Whitmore in the 1980s and has since been widely used in coaching and performance management since then.

The framework helps the coach progress the conversation through four key stages, finishing importantly on the future action to be taken.

  1. Goal: establish what the goal was, and what the coachee had set out to achieve.
  2. Reality: help the coachee gain a clear understanding of their current reality and identify any gaps between the current state and the desired future state.
  3. Options: encourage the coachee to think creatively and consider different perspectives and approaches. Expand the coachee's possibilities and help them explore alternative paths forward.
  4. Way forward: create a concrete plan and setting clear milestones or targets.

This set of questions can be used to coach someone after some action has been taken, regardless of a "good" or "bad" outcome of the action.

It's easy to remember once you build a repertoire of questions for each stage.


  1. Enhanced Communication
  2. Empowered Decision-Making
  3. Professional Development


  1. Managing individuals on performance improvement plans
  2. Guiding career development for team members
  3. Facilitating problem-solving


  1. Only possible with circumstances within the coachees’ control
  2. The reality of conversations
  3. Documenting Outcomes

Watch it in action

Watch a short snippet of one of our coaches introducing the framework.

What other managers are saying

"Using coaching helps individuals or teams be more inclined to find more valuable solutions, and keep them balanced between focusing too much on the problem but not looking at alternative solutions."
"Upon trying out the Grow framework with my direct report. Her response was positive and she felt our conversations are a lot more focused. This brought a lot of value as she felt the questions presented made her consider other possibilities to achieve her Goals & KPIs."
"Using the GROW toolkit was not as overwhelming as I first thought. By considering the options and setting commitments, I can achieve my goals in a much shorter timeframe. A structured and realistic approach is essential for success!"

Apply Coaching with GROW at Work Today

Coaching is most effective when conducted on a regular basis, with a weekly cadence being the most effective at promoting long-term growth.

Download our toolkit to gain access to all the resources you need to start a practice of coaching with your team.

  • Printable toolkit with questions crafted specifically for managers
  • A template to record the outcomes of coaching conversations
  • A template to set the tone with your direct report on coaching.

More Resources

For Teams
Delegate for growth with the Eisenhower Matrix
Use the Eisenhower Matrix to help you prioritise your tasks and stretch your direct reports in the process
For Organisations
Unflatten your stakeholders with the Stakeholder Onion
Successful management of stakeholders helps you to achieve ambitious goals, and builds trust around you