Use the GROW Coaching Model in Leading, Mentoring, and Coaching

Leadership trends come and go, but a few tools stand the test of time. One of them is the GROW Coaching Model, developed by Sir John Whitmore and his colleagues in the 1980s.

Decades later, this deceptively simple model remains one of the most effective frameworks for mentoring and coaching conversations, goal setting, and personal and professional development.

Whether you're a leader guiding your team, a mentor investing in future talent, or a coach helping others reach their potential - the GROW model offers a structured approach to use in growth conversations - to help the receiver move from uncertainty to clarity, and from intention to action.

How is the GROW Coaching Model used in Conversations?

The GROW acronym stands for 4 types of questions you can ask during a conversation to help move people from clarifying intentions, to gaining deeper awareness of their circumstance and what their options are and then choosing a decision that is within in their control to move forward.

Here's the acronym and 4 questions:

G – Goal: What do you want to achieve?

• Asking this question helps the employee/mentee/coachee gain clarity and focus.

• Maybe it's a short-term objective or a long-term aspiration, but starting with the end in mind brings that vision to the forefront.

• If their answer is too vague, help them define their goal in a way that's more specific measurable, and meaningful.

R – Reality: Where are they now? What’s getting in the way?

• Help your employee/mentee/coachee explore their current situation honestly.

• What progress has been made? What challenges are present?

• This stage encourages reflection and often uncovers hidden blockers or assumptions.

O – Options: What could they do? What are the possible strategies?

• This is the part of the conversation where you help inspire creativity.

• Help your employee/mentee/coachee brainstorm potential solutions or pathways forward.

• Challenge them to think beyond obvious choices and explore alternatives they may not have considered before.

W – Will (or Way Forward): What will they do next?

• Here's the part of the conversation that's focused on helping your employee/mentee/coachee turn ideas into commitments.

• What actions will they take? When? What support do they need?

• End strong with empowered accountability. Even a small commitment (a micro step taken) can create powerful momentum.

Why GROW Still Works Today

Despite being introduced more than 30 years ago, the GROW framework has endured because it’s:

• Simple, but powerful. It's easy to remember and apply in real time.

• Flexible and versatile. It works across industries, roles, and experience levels

• Empowering and future focused. It encourages people to find their own solutions and to take ownership of next steps within their control.

• Goal and outcome driven. It keeps conversations purposeful and focused on what people are trying to achieve.

• It’s not just a coaching technique—it helps facilitate a mindset shift.

Coaching, Leading, or Mentoring?

Use the GROW model as a guide in your conversations.

Whether you’re having a one-on-one with a team member, mentoring an employee, or facilitating a performance conversation...
the GROW model gives structure without rigidity.

Try it out and watch how it transforms your conversations and the people you support.

Free Download: Easily Use/Share the GROW Model

To help you get started (or reintroduce this classic model into your work), we’ve created a simple GROW Coaching Handout — perfect for team development sessions, one-on-one coaching, or personal reflection.

• Use it to guide your next coaching conversation

• Share it with your team to promote growth-oriented thinking

• Empower others to take ownership of their goals and development

Click below to save this free GROW Coaching Model handout, and feel free to share with others, too.

In partnership and service,

- Yvonne