Top 3 Frameworks
The GROW Model (1980s) - "Coaching for Performance" (1992)
The GROW model is the most widely used coaching framework in the world. It provides a simple structure for any coaching conversation, helping people find their own solutions rather than being told what to do.
GROW is an acronym for the four stages of a coaching conversation. It helps structure discussions to unlock potential and drive action.
"What do you want to achieve?"
Establish what the person wants to accomplish. Make it specific, measurable, and meaningful.
"What is happening now?"
Explore the current situation. Understand what's really going on, what's been tried, and what obstacles exist.
"What could you do?"
Brainstorm possibilities. Generate multiple options without judging them yet. Expand thinking.
"What will you do?"
Commit to action. Choose specific next steps with timelines and accountability.
Effective leaders move fluidly between directive and non-directive approaches based on the situation:
When to be directive: Crisis, safety issues, new employees, time-critical decisions.
When to be non-directive: Development conversations, problem-solving, building ownership.
| Purpose | Powerful Question |
|---|---|
| Open the conversation | "What's on your mind?" |
| Go deeper | "And what else?" |
| Find the real issue | "What's the real challenge here for you?" |
| Clarify desires | "What do you want?" |
| Offer help appropriately | "How can I help?" |
| Close with value | "What was most useful for you?" |
Unlock potential through guided questioning and empowerment. The best coaches don't give answers, they ask questions that help people discover their own solutions. Use the GROW model as your structure, stay curious, and believe in your team's ability to figure things out.
