Powerful Coaching Questions To Use With The GROW Model

Powerful Coaching Questions To Use With The GROW Model

The GROW Model – originally developed by Graham Alexander, Alan Fine, and Sir John Whitmore is the coaching framework most commonly used by Managers to coach their employees; improve performance, solve problems, make better decisions, learn new skills, and reach their career goals.

The key to coaching and using the GROW model lies in asking powerful questions. Coaching isn’t telling the employee what to do—it’s helping the employee come up with their own answers by asking the right question at the right time.

The following are coaching questions managers can use, categorised within the framework of the four-step GROW model.

GROW ModelGoal Setting: What do you want to achieve?

  1.  What do you want to achieve?
  2.  What would success look like for you?
  3.  What would it mean to you personally to achieve this goal?
  4.  What are the (other) motivations behind this goal?
  5.  How much personal control or influence do you have over this goal?
  6.  What are the expectations of others in relation to this goal?
  7.  What do you want (from this goal) that you don’t have?
  8.  What do you want to maintain (from this goal) that you already have?
  9.  What do you have now that you don’t want?
  10.  How will you know when you have achieved your goal?

Reality: Where are you now?

  1. What is the current reality or situation you find yourself in?
  2. What is working well for you at the moment?
  3. What evidence or examples do you have to support this?
  4. What other factors are relevant?
  5. Who is involved (directly and indirectly)?
  6. What is their perception?
  7. What is the effect on others?
  8. What is the impact on results?
  9. What have you done about this so far?
  10. What results did that produce?
  11. What is missing in the situation?
  12. What is holding you back?
  13. What is really going on (intuition)?

Options: How to Proceed

  1. What could you do to change the situation?
  2. Tell me what possibilities for action you see. Do not worry about whether they are realistic at this stage.
  3. What approach/actions have you seen used, or used yourself, in similar circumstances?
  4. What else could you do?
  5. What if you had more time, resources, budget, and power?
  6. Who might be able to help?
  7. Would you like another suggestion from me?
  8. Which options do you like the most?
  9. What are the benefits and costs of each?
  10. How feasible is that option?
  11. Which options are of interest to you?
  12. Would you like to choose an option to act on?

Wrap Up or way forward: Action Plan

  1. To what extent does this meet all your objectives?
  2. What are your criteria and measurements for success?
  3. When precisely are you going to start and finish each action step?
  4. What could get in the way of taking these steps?
  5. What reluctance do you have in taking these steps?
  6. What will you do to eliminate these external and internal factors?
  7. Who needs to know what your plans are?
  8. What support do you need and from whom?
  9. What will you do to obtain that support and when?
  10. What could I do to support you?
  11. What commitment on a 1-to-10 scale do you have to take these agreed actions?
  12. What prevents this from being a 10?
  13. What could you do or alter to raise this commitment closer to 10?
  14. Is there anything else you want to talk about now or are we finished?


Are there any other questions that you ask in coaching?

OMT Global

Established in 1989, OMT works with large organisations to develop the leadership skills of their people managers, from first-time leaders right through to senior-level executives. We provide a range of consultancy, training and development services for organisations that want to further develop and retain their talent. OMT excels in helping organisations move from ad hoc or one-off efforts to a new way of behaving and working.

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