The GROW Model is deservedly one of the most established and successful models for personal and professional enhancement offered in the coaching industry. Utilising a deceptively simple framework, the GROW Model provides a powerful tool to highlight, elicit and maximise inner potential through a series of sequential coaching conversations. The GROW Model is globally renowned for its success in both problem solving and goal setting, helping to maximise, and maintain, personal achievement and productivity.

Championed in Sir John Whitmore’s book, Coaching for Performance, the GROW Model has proved successful all over the world, to a diverse mix of people with a variety of backgrounds and experiences. The GROW Model is now one of the principle pillars utilised, not just in the work of Performance Consultants International, but within the international coaching community as a whole, due to the outstanding results achieved personally, and within global organisations.

The GROW Model is an acronym standing for (G)oals, (R)eality, (O)ptions and (W)ill, highlighting the four key steps in the implementation of the GROW model. By working through these four stages, the GROW Model raises an individual’s awareness of their own aspirations, a greater understanding of their current situation, the possibilities open to them, and the actions they could take to achieve their personal and professional goals. By setting specific, measurable and achievable goals, and a realistic time frame for their achievement, the GROW Model successfully promotes confidence and self-motivation, leading to increased productivity and personal satisfaction.




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Step 1 of the GROW Model – What are your (G)oals?:

• Identifies and clarifies the type of goal through an understanding of ultimate goals, performance goals and progress goals along the way.
• Provides understanding of principal aims and aspirations.
• Clarifies the desired result from the session.

Step 2 of the GROW Model – What is the (R)eality?:

• Assesses the current situation in terms of the action taken so far.
• Clarifies the results and effects of previously taken actions.
• Provides understanding of internal obstacles and blocks currently preventing or limiting progression.

Step 3 of the GROW Model – What are your (O)ptions?:

• Identifies the possibilities and alternatives.
• Outlines and questions a variety of strategies for progression.

Step 4 of the GROW Model – What (W)ill you do?:

• Provides understanding of what has been learned and what can be changed to achieve the initial goals.
• Creates a summary and plan of action for implementation of the identified steps.
• Outlines possible future obstacles.
• Considers the continued achievement of the goals, and the support and development that may be required.
• Estimates the certainty of commitment to the agreed actions.
• Highlights how accountability and achievement of the goals will be ensured.

The implementation of the GROW Model by using carefully structured questions promotes a deeper awareness and responsibility, and encourages proactive behaviour, as well as resulting in practical techniques to accomplish goals and overcome obstacles. The use of continuous and progressive coaching skills support provides the structure which ultimately helps to unlock an individual’s true potential by increasing confidence and motivation, leading to both short and long term benefits. The implementation of the GROW Model has been seen to yield higher productivity, improved communication, better interpersonal relationships and a better quality working environment.

To find out how the GROW Model can enrich your performance and benefit you and your organization, please contact Performance Consultants International on UK +44 (0)20 7373 6431 or USA: +1 917 4108 125.

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