Are You Coaching or Just Commanding? Discover the GROW Model for Transformational Leadership

G – Goal: What Does Success Look Like?

Too often, managers focus on immediate tasks rather than long-term growth. The first step in the GROW Model is to set clear, meaningful goals. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).

Example:

Rahul, a team leader at an IT firm in Bengaluru, struggles with his team’s communication skills. He wants them to be more proactive in client calls but simply telling them to “speak up” hasn’t worked.

Instead of issuing instructions, Rahul shifts to a coaching approach and asks:

• “What would success look like for you in client calls?”
• “How would you feel if you led discussions confidently?”

By helping his team articulate their own growth goals, Rahul ensures they feel ownership over their improvement.

Actionable Tip:

Next time you set goals with your team, ask questions that encourage reflection instead of imposing your expectations. Guide them to define what success means for them.

R – Reality: Where Are We Now?

Before jumping to solutions, great leaders help their teams assess their current state honestly. This step builds awareness and ensures that goals are grounded in reality.

Example:

Meena, a sales manager in Mumbai, notices that one of her team members, Vikram, struggles with meeting sales targets. Instead of blaming him, she asks:

• “What challenges do you face when closing deals?”
• “What’s working well for you, and what isn’t?”

Through this conversation, Vikram realizes that he’s great at building relationships but struggles with negotiation. Understanding this gap helps Meena offer the right support instead of a generic ‘work harder’ pep talk.

Actionable Tip:

Encourage team members to self-evaluate by asking:

• “On a scale of 1-10, where do you think you are right now?”
• “What obstacles are holding you back?”

O – Options: What Could We Do?

Here’s where true leadership happens. Instead of providing ready-made solutions, a great leader empowers the team to explore different ways forward.

Example:

At an FMCG company in Delhi, Arjun, a project manager, notices his junior executive, Priya, struggling with time management. Instead of dictating a schedule, he asks:

• “What are some ways you could manage your time better?”
• “Have you seen any colleagues use strategies that might help?”

By discussing options together, Priya realizes she could batch similar tasks, set clear priorities, and use calendar reminders. More importantly, since the ideas come from her, she is more likely to commit to them.

Actionable Tip:

Avoid jumping in with your own solutions. Instead, ask:

• “What could be some possible ways forward?”
• “What has worked for you in the past?”

W – Will: What Will You Commit To?

Without commitment, ideas remain just that—ideas. The final step of the GROW Model is about turning options into concrete action steps.

Example:

In a manufacturing plant in Pune, Ramesh, a production supervisor, helps his team reduce errors in assembly. After identifying challenges and exploring solutions, he asks:

• “What specific action will you take starting tomorrow?”
• “What support do you need from me to make this happen?”

By getting his team members to articulate their own action plan, Ramesh ensures they take responsibility for their improvement rather than depending solely on his instructions.

Actionable Tip:

Make commitments clear by asking:

• “What will you do, and by when?”
• “What obstacles might come up, and how will you handle them?”