Guide to Utilizing the GROW Model in Coaching Sessions

Coaching Grow Model infographic

Coaching is a powerful tool for personal and professional development. Whether you’re a coach, manager, or mentor, having an effective coaching framework can greatly enhance your ability to guide individuals toward their goals.

One popular and widely-utilized coaching model is the GROW model. Developed by Graham Alexander, the GROW model provides a structured approach to coaching conversations, ensuring clarity and progress. In this blog post, we will delve into the GROW model and provide examples of questions for each stage to help you conduct impactful coaching sessions.


The first stage of the GROW model involves establishing a clear and specific goal, this helps the coachee gain focus and understand what they want to achieve.

As a coach, your role is to encourage them to set goals that are meaningful, challenging, and attainable.

Here are some questions to ask:

  • What specific achievements or accomplishments would you like to attain?
  • What is the desired outcome you aim to achieve in this situation?
  • How will you determine when you have reached your goal?
  • What resources or support do you require to accomplish your goal?


Example:If a coachee wants to improve their time management skills, a goal might be, “To effectively prioritize tasks and reduce time spent on low-value activities by 30% within the next three months.”


In this stage, the coachee reflects on their current reality and explores the factors that contribute to their present situation. It is essential to help them gain an honest and objective understanding of their strengths, weaknesses, and the resources available to them. Use these questions to guide the conversation:

  • What is your current situation or status?
  • What obstacles or challenges are you currently facing?
  • What strengths and resources can you leverage to overcome these challenges?
  • How does your current reality align with your desired outcome?


Example: When discussing time management, you might ask, “What are the current habits or practices that contribute to your time management challenges? How do these impact your productivity and overall effectiveness?”


This stage focuses on generating a wide range of possible strategies and actions that can help the coachee move closer to their goal. Encourage them to think creatively and explore different approaches. Here are some questions to stimulate their thinking:

  • What are all the possible options available to you?
  • What alternative perspectives or approaches can you consider?
  • What resources or support can you tap into to help you achieve your goal?
  • How have others successfully addressed similar challenges?


Example: To aid in time management, ask, “What are some time management techniques or tools you have come across or used before? How might you adapt them to suit your specific situation?”


The final stage of the GROW model focuses on commitment and action planning. The coachee identifies specific steps, timelines, and accountability measures to ensure progress toward their goal. Here are some questions to guide this stage:

  • What specific actions will you take to move towards your goal?
  • When will you take each action, and what will be the timeline?
  • How will you hold yourself accountable for progress?
  • How will you celebrate milestones and acknowledge your achievements?


Example: For time management improvement, you could ask, “What are three specific actions you can take this week to better prioritize tasks and reduce time spent on low-value activities? When will you complete each action?”

The GROW model is a valuable framework for coaching conversations, providing structure and clarity to the process. By utilizing the goal, reality, options, and will stages, you can help coachees gain insights, explore possibilities, and take meaningful action toward their desired outcomes.

Coaching is a collaborative process, and active listening, empathy, and encouragement are crucial throughout each stage. By effectively using the GROW model and asking the right questions, you can unlock your coachees’ potential and facilitate their growth and development.

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