GROW Coaching Explained

GROW Coaching by Alec McPhedran

GROW Coaching Explained
 
The GROW coaching model is widely used in coaching and people development and is an incredibly useful basis to approach and manage a person centred conversation. Here, creative arts coach and mentor Alec McPhedran, gives an introduction to the concept.
 
The GROW model was developed in the 1980s as part of a broader effort to bring structure to coaching conversations. It is widely credited to three key figures in the world of performance coaching: Sir John Whitmore, Graham Alexander, and Alan Fine.
 
The roots of the GROW model can be traced back to Timothy Gallwey’s work on sports coaching in the 1970s, particularly in his book The Inner Game of Tennis. Gallwey emphasized the importance of mental focus and self-awareness in achieving performance excellence. His approach involved helping athletes learn from their own experiences rather than being told what to do. Gallwey’s philosophy of “non-directive coaching,” where the coach helps the individual unlock their potential through questioning rather than instruction, greatly influenced the later development of the GROW model.
 
Sir John Whitmore, a former racing driver turned coach, became a leading advocate of applying these coaching techniques from sports to business and personal development. He, along with Graham Alexander and Alan Fine, worked on refining and adapting Gallwey’s methods into a structured approach that could be applied more broadly. The trio formalized this structure into the GROW model, breaking down the coaching process into four logical steps (Goal, Reality, Options, Way forward) that could be used to guide conversations in various contexts—be it business coaching, leadership development, or personal goal-setting.
 
In 1992, Sir John Whitmore published the book Coaching for Performance, which introduced the GROW model to a wider audience. The book became a seminal text in the coaching world and remains one of the most widely read resources on coaching and leadership. The simplicity and adaptability of the GROW model made it appealing to a wide range of professionals, from corporate executives to sports coaches and educators. Over time, it became one of the most commonly used frameworks in the coaching industry.
 
As coaching has grown in popularity, the GROW model has evolved, with various adaptations and refinements being made by coaches to suit specific needs. It continues to be used not only for one-on-one coaching but also in team settings, self-coaching, and mentoring. The model’s success lies in its flexibility, allowing people to apply it across different fields. Sir John Whitmore is often credited for helping establish the coaching profession and promoting the use of coaching as a tool for personal and professional development worldwide.
 
The GROW model grew out of a desire to bring structured, performance-focused coaching to individuals and teams. Its development in the 1980s by Sir John Whitmore and colleagues was heavily influenced by Timothy Gallwey’s work in sports coaching, and it has since become a fundamental tool in coaching across industries.
 
GROW coaching is a widely used framework designed to help individuals or teams achieve their goals through structured conversations. The acronym GROW stands for Goal, Reality, Options, and Way forward (or Will), representing the four stages of the coaching process. This model is often used in performance coaching, leadership development, and personal growth contexts because it encourages clear goal-setting and problem-solving. Here's a breakdown of each stage:
 
Goal:
Define the objective or outcome the individual wants to achieve.
Focus on what success looks like and make the goal as specific as possible.
Example questions: What do you want to accomplish? How will you know you've succeeded?
 
Reality:
Explore the current situation in relation to the goal.
Assess the challenges, barriers, and opportunities.
Example questions: What’s happening now? What’s stopping you from achieving the goal?
 
Options:
Brainstorm potential ways to overcome obstacles or achieve the goal.
Generate a variety of ideas without initially evaluating them.
Example questions: What could you do? What are your options?
 
Way Forward (Will):
Create an action plan with specific steps the individual will take.
Commit to actions and set deadlines for achieving the goal.
Example questions: What will you do next? When will you start?
 
The GROW model is popular because it is simple, adaptable, and empowers individuals to find their own solutions through guided questioning rather than direct instruction.
 
Alec McPhedran Chtd Fellow CIPD, Chtd Mngr CMI, MCMI  is a recognised creative arts coach and mentor. He specialises in one to one talent coaching, facilitated learning and team development. For further information, visit www.mcphedran.co.uk.
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