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GROW model coaching questions for busy managers

GROW model coaching gives a busy manager a simple order for a short talk: Goal, Reality, Options, Will. Each step has one job. You ask a few questions, listen, and let your team member do most of the thinking. Ten minutes is enough.

The model is named for its four steps. It is linked to Sir John Whitmore, whose book Coaching for Performance, first published in 1992, helped make it widely known. Whitmore developed the method in the 1980s with colleagues such as Graham Alexander.

Sources: Performance Consultants, "The GROW Model" (performanceconsultants.com/grow-model).

Why use a question-led talk

Most managers tell. They hear a problem and offer a fix. That is fast, but the person learns little and comes back with the same problem next week.

Coaching flips this. You ask, they think, and they pick the next step. People tend to follow through on plans they made themselves. It also saves you time over a month, because they stop bringing every small issue to your desk.

Coaching does not replace clear direction. If a task is urgent or the person is new, tell them what to do. Use coaching for growth, habits and problems they can solve.

Set up the ten minutes

Pick a calm moment and a topic the person chose. Turn off alerts. Agree on the time at the start: "We have ten minutes. What would you like to leave with?"

A rough split works well. Spend two minutes on Goal, three on Reality, three on Options and two on Will. Do not rush the first two steps. Most weak coaching talks jump to advice before the goal is clear.

Keep your own talking short. A good rule is that you speak less than a third of the time. Write down their words, not yours.

Questions for each GROW step

Goal. Fix what they want from this chat.

  • What would you like to achieve?
  • What would a good result look like in two weeks?
  • Why does this matter to you now?

Reality. Look at where things stand today.

  • What is happening right now?
  • What have you tried so far, and what happened?
  • What is getting in the way? What is working in your favour?

Options. Open up choices before picking one.

  • What could you do next? List as many ideas as you can.
  • What would you try if you had no limits?
  • Which option feels most useful, and what is the catch?

Will. Turn the choice into a commitment.

  • What will you do first, and by when?
  • How sure are you, from 1 to 10, that you will do it?
  • What could stop you, and how will you handle that?

Sources: Performance Consultants, "The GROW Model" (performanceconsultants.com/grow-model), for the four steps, the 1 to 10 commitment question and the 1992 first publication.

Common mistakes to avoid

The first mistake is hiding advice inside a question, such as "Have you thought about just asking the client?" That is telling in disguise. If you have an idea, ask permission: "Would you like my view?"

The second is skipping Reality. A manager who already knows the story may cut it short. Let the person say it out loud. They often spot the real problem as they speak.

The third is a vague end. "I will try harder" is not a plan. Push gently for a first step with a date, and agree when you will check in.

Finally, do not use GROW as a script. The four steps are a guide. If the person is stuck on Options, go back and ask more about Reality or Goal.

A quick example

Mei, a team lead, says her weekly report always runs late. Goal: she wants it sent by Thursday noon for the next two weeks. Reality: she waits for three colleagues and starts writing on Wednesday night. Options: ask for inputs by Tuesday, use a short template, or send a draft first. Will: she picks the Tuesday deadline, sends the request that afternoon, and you check in next Friday.

Nobody gave Mei the answer. She found it in ten minutes, and she owns it.

Make it a habit

Try one GROW talk a week with one person. Keep a short note of the goal and the action they chose. At the next meeting, open with that note.

Over a few weeks, your questions will get sharper and your team will bring you fewer problems and more plans.

Sources: Performance Consultants, "The GROW Model" (performanceconsultants.com/grow-model).

Sources

  • Performance Consultants, "The GROW Model": performanceconsultants.com/grow-model