1 The origins of GROW in performance coaching
Popularised in the 1980s by Sir John Whitmore, the British pioneer of business coaching, GROW (Goal, Reality, Options, Will) is the most universally recognised interview structure in professional coaching. It guides a person or team smoothly and logically towards achieving their boldest ambitions.
2 The model's four sequential phases
1. Goal: clarify what the person genuinely wants to achieve in the short and medium term, ensuring the goal is specific, motivating and aligned with their values. 2. Reality: examine the current situation lucidly and without complacency, identifying obstacles already encountered and internal resources already available. 3. Options: stimulate creativity to imagine every possible alternative for action without prior self-censorship. 4. Will: choose the best options, establish a precise timetable and define the first concrete step to take immediately.
3 The power of open questions
The coach offers no ready-made solution. Through stimulating open questions such as 'If anything were possible, what would you do?' and 'What is the smallest step you could take today?', they encourage clients to engage their own reasoning and take full ownership of their decisions.
4 The place of this approach within support
This approach brings immediate mental clarity: it dispels confusion and procrastination by transforming an intimidating project into a series of simple, measurable actions. Coachees rediscover enthusiasm for action and pride in observing tangible progress.
5 The ethics of questioning and the coachee's decision-making autonomy
GROW operates within rigorous professional ethics based on absolute respect for the client's wishes. The coach ensures that every commitment made at the end of the session genuinely originates with the coachee, securing intrinsic motivation and sustained action.