A Simple and Powerful Framework For Structuring Coaching or Mentoring Sessions

When I first began coaching professionally I relied on the grow model heavily. It gave me the structure I needed. On many occasions, l used the GROW Model to stop the dynamic becoming vague. I often referred to questions when the mind went blank, it was a great safety net to ensure there was a solid foundation during the session, and more importantly, the questions provoked the person to think! The Grow Model is best fitted for performance, goal-setting, career, life, business coaching sessions. If you find yourself helping someone with suffering, depression or anxiety, I tend to take a less structured approach and follow intuition. You can read more about that in the article: Embody this one thing to discover your innate ability to coach someone!

Let's explore how to apply the GROW Model in this article.

GROW stands for:

Goal.
Current Reality.
Options (or Obstacles).
Will (or Way Forward).

The model was originally developed in the 1980s by business coaches Graham Alexander, Alan Fine, and Sir John Whitmore.

A good way of thinking about the GROW Model

Sidenote:

To structure a coaching or mentoring session using the GROW Model, follow these steps:

1. Create the Goal

Make sure that this is a SMART goal: Specific, Measurable, Achievable, Realistic, and Time-bound.
How will the person know when they have achieved their goal? How will they know that their problem or issue is solved?
Does their goal fit with their overall plans/goals/objectives? Have you elicited this?

2. Pick apart the Current Reality

Next, ask what is going on, right now?!

This is an important step. Often, people try to solve a problem or reach a goal without fully considering their starting point. There is important information that one can gather from their current reality. As you explore the reality a solution may emerge.

What is happening now (what, who, when, and how often)?
What effect does this have on you, others and your surroundings/environment?
Have you tried solving this before? If so, how?

3. Get brainstorming, we need Options.

Invoke a brainstorming session! Generate as many good ideas as possible. Then, discuss these and help them to decide on the best ones.

What else could you do? – Encourage the person to think past surface-level ideas.
Would that change things?
What are the advantages and disadvantages of each option?
What do you need to stop doing in order to achieve this goal?

4. Cement the Will

By examining the current reality and exploring options, the person should have a decent idea of how they can achieve his/her goal.

Be cautious – this may not be enough. The coach should encourage the individual to make commitments that will lead them closer to achieving their desired reality.

So, what will you do now, and when? What else will you do?
What could stop you moving forward? How will you overcome this?
How can you keep yourself motivated?

Tips

We have two ears and one mouth, remember this in every coaching dynamic. The world's greatest coaches are experts at listening. If you are busy talking, you miss vital information.
More is being said in tone and body language – What is unspoken in the dynamic?

Recap

The GROW Model is a simple four-step process that helps you structure coaching and mentoring sessions with anyone!

GROW is an acronym that stands for: