The GROW Model is a widely used coaching framework that helps individuals and teams structure their thinking to move toward better outcomes or achieve higher goals.
It is commonly used for coaching and problem-solving, helping people clarify their goals, assess their current situation, explore options, and take action toward their desired results.
Background
GROW was developed in the 1980s by Sir John Whitmore, Graham Alexander, and Alan Fine.
Originally designed for sports coaching, it quickly expanded into fields like business, personal development, and leadership.
John Whitmore played a pivotal role in popularizing the GROW model through his book “Coaching for Performance,” first published in 1992. The book detailed the principles of the GROW model and how it can be applied to coaching individuals and teams toward success.
Today, GROW is one of the most widely used coaching frameworks across the globe.
What is GROW
GROW stands for Goal, Reality, Options and Will.
Goal
Define the desired outcome.
The goal should be clear, specific, and achievable, ideally framed positively.
Techniques like SMART goals can be helpful in ensuring the goal is well-defined.
Reality
Assess the current situation honestly. Understand where the individual or team stands in relation to the goal.
This includes exploring resources, strengths, weaknesses, and obstacles that might need to be overcome.
Options
Generate possible strategies and approaches for achieving the goal.
This stage encourages brainstorming and creativity, allowing the team or individual to explore a variety of alternatives.
Will
Commit to a course of action. This step involves making a concrete plan, setting deadlines, and establishing accountability.
The focus here is on action and commitment to reaching the goal.
The GROW model’s simplicity and effectiveness make it a valuable tool for coaches, managers, and individuals looking to set goals, solve problems, and facilitate personal growth.
Now let’s talk about what distinguishes this model from others.
Why Coaching?
John Whitmore, a pioneer and experienced in the field of coaching, the GROW model he proposed is deeply connected to coaching, as it serves as a structured framework for coaching conversations.
So what is coaching?
Coaching is quite different from teaching and consulting. Teachers are transferring knowledge and skills, consultants are providing solutions, but coaches let people learn to grow on their own. Whitmore emphasized that a successful coach is not necessarily the best in certain field, and the true value and specialty of a coach is making people grow, guide and inspire people, help them set their own goal, find their own problem and solve it independently.
How to practice? Asking questions instead of proposing solutions:
Goal Setting
- DON’T: Your goal is…
- DO: What do you want to achieve?
Reality Checking
- DON’T: You can’t do…
- DO: What’s wrong with the current state?
Options Exploration
- DON’T: You should do…
- DO: Any ideas?
Will and Action Planning
- DON’T: This is not right…
- DO: Just try it (if no obvious flaw)
Sometimes questions are more effective than advice.
Question Checklist for GROW Model
Goals Determination:
- What are you trying to achieve in the short/mid/long term?
- How do you know you’ve reached your goal or made progress?
- How much control or influence do you personally have over this/these goal(s)?
- What can be set as milestones in reaching this/these goal(s)?
- When do you expect to reach this goal?
- Is this goal positive, challenging and attainable?
- How do you measure it?
Reality Analysis:
- What is the current situation? What is the reality now?
- Who is directly and indirectly involved?
- What will happen to you if things go badly?
- How have you handled it so far and what has been the outcome?
- What is missing from this situation?
- What is holding you back?
Options:
- What kind of things you would do to solve this problem?
- What efforts would you make if you had more time on this problem?
- What if you only had less time? What attempts would you be forced to make then?
Wrap-up: Summarize Actions:
- Which approach did you choose?
- To what extent can this reach your goal? If not, what is missing?
- When, precisely, will you begin and end each action or step?
- What would prevent you from taking these steps? Any blockers?
- What can you do to eliminate these external and internal obstacles?
- Who should know about your action plan?
- What support do you need and who will provide this support?
Example of Using the GROW Model
Scenario: Imagine you’re a project manager and you’ve encountered delays in a project timeline, and you need to address this issue effectively.
Using the GROW model:
Goal:
- Start by defining the goal: “To address the delays in the project timeline and ensure the project stays on track to meet its deadline.”
- Make the goal specific and measurable: “To identify the root causes of the delays, develop a plan to mitigate them, and implement corrective actions within the next two weeks.”
Reality:
- Assess the current situation: Review the project timeline, milestones, and deliverables. Identify where the delays are occurring and what factors might be contributing to them. Talk to team members to gather their perspectives.
- Ask questions like: “What specific tasks are behind schedule?” “What challenges or obstacles are we facing?” “Are there any external factors impacting the timeline?”
Options:
- Brainstorm potential solutions and strategies: Gather the project team and facilitate a discussion to generate ideas for addressing the delays. Encourage creativity and open-mindedness.
- Some options might include reallocating resources, re-prioritizing tasks, adjusting deadlines, seeking additional support or expertise, or identifying and removing bottlenecks in the workflow.
- Evaluate the feasibility and potential impact of each option.
Will:
- Decide on a course of action: Based on the options generated, select the most viable solutions to implement.
- Create a plan: Define specific steps, responsibilities, and timelines for implementing the chosen solutions. Set deadlines and milestones for progress monitoring.
- Gain commitment: Ensure buy-in from team members and stakeholders. Communicate the plan clearly, address any concerns or objections, and rally everyone around the shared goal of resolving the delays.
- Establish accountability: Assign ownership for each task or action item. Regularly review progress, provide support as needed, and hold team members accountable for their commitments.
By following the GROW model in this scenario, you can systematically address the problem and take decisive actions to resolve the issue.
