The Management Blog

Tips & advice to help you improve your performance


I give you permission to send me weekly tips & occasional exciting offers from MTD. *

Privacy Policy

grow coaching model

Coach Coaching Skills Teach

What Is The GROW Coaching Model? (And How Can Managers Use It Effectively?)

Coach Coaching Skills TeachManagers are many things –  they are employees, employers, supervisors, teammates and coaches.

They answer to their superiors, partners and clients, but most of all, they are responsible for the productivity and loyalty of their team.

Learn More

MTD Training - Grow Coaching Model

The GROW Coaching Model – Infographic

The GROW Coaching Model is an excellent way for managers and leaders to coach their team members as they work towards success, so today I wanted to share with you this quick and easy infographic which explains the 4 stages of the GROW model. Enjoy! Learn More

The Grow Coaching Model

Today we’ll continue our exploration of the various types of management models. I find the GROW Coaching Model to be an excellent way for managers and leaders to coach their team members as they work towards success.

The GROW Coaching Model, in short, entails the following components:

G – Goal – As in, determining what your team members actual goals are going to be. They can be short term goals, long term goals, or a combination of the two. As with all goals, it needs to be realistic, specifically detailed, and something that can be measured for progress.

R – Current Reality – Where a person believes himself to be in the present will have a significant impact on his ability to grow in the future. If he already believes he is proficient at a task, he may not try to grow. Someone who isn’t sure of his stance on a position now will have problems solving future dilemmas. Help your team members to understand what is currently happening in their lives so that they can form a baseboard from which they can grow.

O – Options – Once you’ve determined your goal (identifying the need to solve a problem) and examined the current reality, you should spend some time identifying the different methods, or options, for solving the problem at hand. Your team members need to have ideas of their own, so let them guide this conversation and offer your own suggestions only if you feel as though you aren’t making progress.

W – Will – Does your team member have the willpower, or the desire, to make a change and choose one of the options you’ve outlined? Spend some time outlining exactly what needs to be done, how it will be done, and when.

Taking control of a situation and using it to help your employees understand exactly what they need to do in order to continue to grow will not only enhance your leadership skills, but it will show your team members that you care about their success.

Thanks again,


Sean McPheat

Managing Director

MTD Training | Management Blog | Image courtesy of Big Stock Photo

Management Blog Call To Action