3 min read

By: Adebayo B. Olanrewaju 

The GROW model is one of the most widely used goal-setting and problem-solving model in the world which can be incorporated into leadership and managerial practices, across a variety of industries, providing a simple and methodical framework of four main stages of a coaching or mentoring session, which are:

  • Goal
  • Reality
  • Opportunity
  • Will/Way forward

Acquire quality leadership resources here.

  • Goal

 This is the first stage of the process. This stage is the priority. Here, as soon as a topic for discussion is agreed upon, the objectives and expected outcomes should be discussed by the coach/mentor and the client/mentee. The goal may be short term or long term. It should be SMART - Specific, Measurable, Accurate, Realistic and Timely. The goal should challenging, positive and motivational.

The following are some sample questions which can be asked to align the goal of the discussion: 

  • What do you want to achieve?
  • How will you feel once this is achieved?
  • What is different?

Acquire quality leadership resources here.

  • Reality

This is the second stage of the process where both the mentor and mentee outline and discuss the current state of the situation using a variety of approaches and methodologies. The coach may choose to invite the client to analyze their situation before offering advice or specific feedback on the current situation. The focus needs to be on the client, and the coach should be looking to identify potential in the situation, rather than problems. They should examine any assumptions made by the client with regards to their reality and outlook on future goals.

The following are some sample questions which can be asked to assess the current situation of the mentee or client:

  • What is happening right now?
  • How far are you from an ideal situation?
  • How do you feel about your current situation?
  • What is the impact on you and your life?
  • What is standing in the way of your goal?

Acquire quality leadership resources here.

  • Opportunity

As soon as the current situation is discussed, and irrelevant issues discarded, the options as to how to overcome current challenges hindering progress should be examined. All the options should be discussed, predominantly inviting suggestions from the client. Suggestions by the coach or mentor should be offered carefully, putting into consideration the overall position of the client. The coach should ensure that some choices have been made with regards to overcoming obstacles, and that suggested actions are as clearly presented as possible.

The following are some sample questions which can be asked to spot opportunities for the mentee or client:

  • What could you have?
  • What ideas do you have?
  • What actions have worked for you in the past?
  • Who could help you to achieve your goals?
  • What information do you need and how could you acquire it?

Acquire quality leadership resources here.

  • Will/Way Forward

This is the final stage of the process where the client adopts the decisive actions in order to move towards the goal. In this stage, a plan is devised, with the help of the coach guiding the ideas discussed by the mentee – including specific guidelines and timings in order to achieve progress. Potential obstacles that may be encountered during the process are identified and different solutions are devised. Both mentor and mentee should remain flexible throughout the entire process and goals/actions may need to be altered to react to both positive and negative events.

The following are some sample questions which can be asked to enable the mentee or client determine the right course of action to take:

  • What will you do to achieve your goals?
  • How and when will you do it?
  • Who will you talk to throughout?
  • Are there any other measures you need to put into place?
  • How committed are you to this action?

Acquire quality leadership resources here.

Benefits of GROW in Team Leadership

  • Used as a basis to assess the efficiency and effectiveness of internal coaching practices, in order to provide a greater return on investment.
  • Used alongside other methodologies to significantly improve workplace performance, at both team and individual levels.
  • Equips individuals with the tools and awareness to take greater responsibility for obstacles and goal-setting in their own lives.

About the Author

Adebayo is a thought leader in continuous process improvement and manufacturing excellence. He is a Certified Six Sigma Master Black Belt (CSSMBB) Professional and Management Systems Lead Auditor (ISO 9001, 45001, ISO 22000/FSSC 22000 etc.) with strong experience leading various continuous improvement initiative in top manufacturing organizations. 

You can reach him here.

* The email will not be published on the website.