It's still important to agree the Topic of the session and the Goal or required outcome. A session Goal could be a brainstormed list of ideas or to gain a fuller understanding of a situation. As always, the session topic and goal help you keep the client - and session - on track. Then, if you're taking a deep dive into an issue you may spend most of the time in Reality. Or if you're brainstorming ideas you may spend more time in Options.

Finally simply ask the client, "So, what will you do with this information? Simply agree the session Goal will set a particular type and number of goals. For example, "Set my annual goals" or, "Identify my career goals for this year".

Then use the Reality phase to explore what they've done so far, values, outcomes etc. Then use the Options phase to explore possible goals and goal variations eg. Finally, identify what your client Will do - which goals will they commit to and what will they do next?

For me the only thing that's not specifically covered - and is missing - is ongoing accountability. While the GROW model identifies actions in the Will do phase, it doesn't cover following-up on those actions.

We can't do that until the next session. We live in a world where it's easy for people to find "more important" things to do than working towards their life and career goals. So, for many people, accountability is a key benefit of coaching. Their coach is someone who will ask and check whether they followed through on their commitments to themselves. There also isn't anywhere to celebrate actions completed - or to explore and learn why actions were not completed.

Unless we explicitly ask, this could easily get missed. So if the client doesn't raise it themselves I start my coaching sessions by reviewing actions from the previous session - before getting into the T-GROW model. Instead, use the GROW model as a framework to help you stay on track- while you dance in the moment! Without any one of these elements in a coaching session, something important would be missing. We want our clients to feel satisfied and to get what they want from coaching with us.

The GROW model framework keeps us on track, and makes sure our clients leave their coaching sessions with powerful actions. And what I really love about the GROW model is that you can also layer any coaching tool or broader coaching model over the top. Yet you can still use it to manage and deliver value in your coaching sessions. I hope this GROW Model article helps you and your clients have more enjoyable and satisfying coaching sessions! How will you use GROW going forwards? She's passionate about coaching and personal development.

She now serves coaches and the coaching world through her exclusive newsletter for coaches , Coaches Helping Coaches Facebook Group and many other great tools, resources and ideas for your coaching toolbox. I really connected with this model a couple of years ago, and since reading Sir Whitmore's book "Coaching for Performance", it's had a significant impact on several aspects of my coaching and influence over my own goal setting model and approach.

The questions within this model are also a great tool for coaches to add to their tool kit! And I love that book by Sir John Whitmore.

Warmly, Emma-Louise. As always, great content. I totally enjoy getting your emails and tips for coaching. I am at fledgling stage and still creating my unique proposition. These articles assist greatly in clarifying my ideal client and how to start conversations. Thank you, Paul! So glad you're enjoying our Grow Model article! Warmly, Mary. Love the article, been using GROW in a limited way for a while but this provides enough info to use it more often.

You can find them at reveal solutions. Managers love them, had one comment they learned more in the fifteen minutes of the exercise then in the last few months trying to solve the issue they were dealing with. Thank you for your kind words, Paul. I haven't seen these particular cards yet but they sound great!

I am absolutely grateful to you for sharing this approach to the GROW model. As a coach I am constantly looking to develop my skills in order to better help my clients achieve their outcomes. The way in which you have broken the model so well into its contents makes me more confident in applying it. Thank you for your kind words, Tleli!

I qualified as an Exec Performance Coach through the School, the learning, development and final award, quality assured by the University of Strathclyde Scotland. In , whilst delivering an overdue IT project for a London hospital, I attempted to use GROW with one of the teams, only to be told that "coaching is black box bull!

Nevertheless I pursued and was challenged to create something with a clear process and measurable outcomes and if I met this challenge, the individuals concerned would engage with me.

I did and so did they. A model I have used ever since and is now being explored as a model and process supporting mental health Recovery Journeys. I wanted to share this story because it's important for all coaches to recognise that they need to be innovative, adaptive to their own and clients' needs, and not slavishly adhere to a particular principle.

Great to hear from you, Keith! You're absolutely right - coaches will gain a lot from being innovative and adpative. Thank you for sharing your story. Thank you. A really good simple to understand article which also covered the few missing elements.

I am in the infancy stage of coaching. This article has been like a great revelation. Thanks for sharing it. It would definitely help me hone my skills so as to help me and my clients achieve the outcomes. This site uses cookies to power our shopping cart and to provide us with analytics so we can continuously improve.

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