GROW Coaching Conversation Model

A four-stage protocol for coaching conversations developed by Sir John Whitmore, used to help someone think through a challenge without giving them the answer. Stage 1 — Goal: 'What do you want to achieve?' Establish a clear, specific outcome for this conversation and the broader goal. Stage 2 — Reality: 'What's happening now?' Explore the current situation factually — what's been tried, what's working, what's not. The coach asks questions, not gives answers. Stage 3 — Options: 'What could you do?' Brainstorm possible actions without evaluation. Push for at least five options. Ask 'What else?' repeatedly. Stage 4 — Will (or Way Forward): 'What will you do?' Narrow to a specific action, identify the first step, set a timeline, anticipate obstacles, rate commitment on a 1-10 scale. If commitment is below 8, ask 'What would make it an 8?' The entire conversation should be 70%+ questions from the coach and 30% or less statements.

When to use it

One-on-one meetings with direct reports. Mentoring conversations. Helping a friend think through a decision. Career development discussions. Any situation where the other person would benefit more from thinking it through themselves than from receiving your answer.

How it can help

Transforms managers from advice-givers into thinking partners. Most managers default to telling people what to do, which creates dependency and disengagement. GROW provides a question-based structure that builds the other person's problem-solving capacity while still moving toward action. Immediately usable: in your next one-on-one, replace your first piece of advice with 'What do you think your options are?' and follow the GROW sequence.