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GROW model

lastmod 2025-08-31created 2025-08-312 edits

The GROW model (or process) is a simple method for goal setting and problem solving.

About

The GROW model stands for Goal, Reality, Options, and Will. It is one of the easiest coaching models to use and remember. Because it is simple, it is also a good model for people new to coaching.

The core of the GROW model is getting people to think about their current state, their desired future, and how to bridge the gap between the two. This approach forms the basis of several other coaching models (e.g. the ACHIEVE model) and problem-solving approaches (e.g. the A3 PROBLEM SOLVING model).

To use the GROW coaching model, walk through its stages while talking with the person you are coaching. Ask effective questions at each stage so the coachee gets the most out of the conversation.

Goal

The first stage of the GROW coaching model is helping the coachee think about how they would like things to be in the future. This consists of helping the coach express what the desired goal is. This stage may require some exploration and refinement so that the coach can clearly identify the goal they truly want to achieve.

At this stage, the coach should ask exploratory, refining, future-focused questions. Help the coach find a goal that stretches them enough to feel rewarding yet is achievable enough to be motivating.

Questions you can ask as a coach include:

  • What do you want to achieve?
  • What is your goal?
  • How will you measure your goal?
  • How much progress do you want to make?
  • When do you want to solve this problem?
  • Is there anything you want to break down into smaller steps?
  • How will it feel when you reach your goal?
  • After reaching your goal, how will you describe what you achieved to others?

Reality

Once there is a clear picture of the desired goal, it is time to help get a clear understanding of the current state. This stage calls for exploratory, multi-faceted thinking and questioning.

As cognitive biases show, people are not always good at perceiving reality objectively. Through this stage, the coach should help the coachee get an honest and comprehensive view of the situation they are currently in. This may include asking the coachee to broaden their thinking, consider feedback they have received in the past, or evaluate objective evidence.

Questions you can ask as a coach include

  • What is the current state?
  • Where are you now?
  • What feedback have you received about this?
  • What evidence have you received about the current situation?
  • Who are the others?
  • How would your colleagues describe your situation?

Option

The first two stages of the GROW coaching model help the person understand both the goal they want and where they are now. As a result, they also understand the gap that must be closed to reach the goal.

The third stage of the GROW model helps the coachee think about exactly how they can close the gap between the current state and the desired future state.

At this stage, the coach's role is to help the coachee think creatively, comprehensively, and positively about the various things they could do to reach the goal. There are no right answers at this stage; what matters is generating many options while building enthusiasm for them.

Questions you can ask as a coach include:

  • What options do you have?
  • How can you achieve your goal?
  • What other ways could you achieve your goal?
  • Who could help you achieve your goal?
  • What skills would help you achieve your goal?
  • What else could you do to achieve your goal?
  • What would your friends/colleagues/boss/partner/parents/children suggest you do to achieve your goal?

Will

The final stage of the GROW coaching model is designed to help the coachee identify a concrete set of actions and put them into practice. The act of making choices concrete helps the coachee visualize the specific steps they will take to reach the goal, which increases the likelihood that they actually take those actions. Likewise, talking about and committing to their actions in conversation with the coach also increases the probability that the coachee will take them.

At this stage, the coach's role is to help the coachee clearly identify concrete next steps and commit to those actions.

Questions you can ask as a coach include:

  • Given the choices, what will you do next?
  • What concrete steps will you take?
  • When will you act?
  • How will it feel?
  • How will you start the process?
  • Who will you tell about this?
  • What will you say about this the next time we meet?
  • What is the first thing you need to do?
  • How will you celebrate success along the way?

The GROW coaching model is easy to use and effective for helping coachees explore their situation and find their own solutions. The four stages are easy to remember, and the questions needed to coach a person through each stage are simple. It also produces clear outcomes or agreed actions that can be referred back to in follow-up coaching sessions.

When using this tool, remember that the coach does not provide solutions but helps the coachee find solutions on their own. There may be a particular temptation to offer the coachee a solution, but it is important to let them explore their own situation and decide on their own decisions and actions.

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