Coaching Frameworks
Master the GROW and CLEAR coaching models to structure effective coaching conversations every time.
Why Frameworks Matter
Without structure, coaching conversations tend to go in circles. You start talking about a problem, get sidetracked, offer some advice, and end without clear next steps. Sound familiar?
Coaching frameworks provide a roadmap. They don’t script the conversation, but they ensure you hit the important waypoints: understanding the goal, exploring the reality, generating options, and securing commitment.
The GROW Model
GROW is the world’s most popular coaching framework, developed by Sir John Whitmore. It works because it’s simple, memorable, and flexible.
G — Goal
Start every coaching conversation by clarifying what the person wants to achieve.
Key questions:
- “What would you like to focus on today?”
- “What would a great outcome look like?”
- “If this problem were solved, what would be different?”
- “What specifically do you want to achieve?”
Common mistake: Accepting vague goals. “I want to be better at my job” needs refinement. “I want to lead team meetings confidently by end of quarter” is coachable.
R — Reality
Explore the current situation honestly. This is where most insights emerge.
Key questions:
- “What’s happening right now?”
- “What have you already tried?”
- “What’s working? What isn’t?”
- “How is this affecting you?”
- “On a scale of 1-10, where are you with this?”
Common mistake: Rushing through reality. Most coaches spend too little time here. Deep exploration of reality often reveals that the real problem isn’t what was initially presented.
O — Options
Generate multiple possible approaches. Quantity matters more than quality at this stage.
Key questions:
- “What could you do about this?”
- “What else? (Keep asking until they’ve exhausted ideas)”
- “What would you do if resources were unlimited?”
- “What would you advise a friend in this situation?”
- “What’s the smallest step you could take?”
Common mistake: Evaluating options too early. Let them brainstorm freely before assessing feasibility.
W — Will
Convert the best option into a specific commitment.
Key questions:
- “What will you do? (Not ‘could’ — ‘will’)”
- “When will you do it?”
- “How committed are you on a 1-10 scale?”
- “What might get in the way?”
- “How will I know you’ve done it?”
Common mistake: Accepting weak commitments. “I’ll try to…” is not a commitment. “I will [action] by [date]” is.
GROW in Practice
Scenario: A team member feels overwhelmed by their workload.
✅ Quick Check: Before reading the example below, try mapping this scenario to GROW yourself. What question would you ask for each stage?
| Stage | Coach Says | Purpose |
|---|---|---|
| G | “If we could make progress on this today, what would you most want?” | Clarify the specific goal |
| R | “Walk me through a typical week. Where does your time actually go?” | Understand reality vs. perception |
| R | “Which tasks feel overwhelming vs. which feel manageable?” | Identify specific pain points |
| O | “If you could change one thing about your workload, what would it be?” | Generate options |
| O | “What else could help? Even ideas that seem unrealistic.” | Expand possibilities |
| W | “Of these options, which one will you act on this week?” | Secure commitment |
| W | “What’s the first concrete step, and when will you take it?” | Make it specific |
The CLEAR Model
CLEAR offers an alternative structure that emphasizes emotional exploration:
| Stage | Focus | Key Action |
|---|---|---|
| C — Contract | Agreement on the conversation’s scope | “What shall we focus on?” |
| L — Listen | Deep exploration of the situation | Active listening, reflecting back |
| E — Explore | Discover insights and possibilities | “What patterns do you notice?” |
| A — Action | Determine specific next steps | “What will you do differently?” |
| R — Review | Summarize and confirm commitments | “Let me reflect back what I heard…” |
When to use CLEAR over GROW:
- When emotional processing is needed before problem-solving
- When the coachee needs to be heard before moving to action
- When the situation is complex and requires deeper exploration
- When building a new coaching relationship (CLEAR builds more trust early)
AI-Powered Session Preparation
Use AI to prepare for coaching sessions:
“I’m coaching someone on [topic]. Using the GROW framework, generate 3-4 powerful questions for each stage (Goal, Reality, Options, Will) that I could use in our conversation. The person’s situation is [brief context].”
After the session:
“Here are the key points from my coaching session: [notes]. Using the GROW framework, summarize what we covered at each stage and identify any stages we might have skipped. Draft follow-up actions.”
Common Coaching Mistakes
| Mistake | Why It Happens | Fix |
|---|---|---|
| Jumping to advice | You know the answer | Ask “What do you think?” first |
| Asking leading questions | You want a specific answer | Ask open questions, accept their direction |
| Skipping Reality | Eager to solve | Spend more time here than feels natural |
| Weak commitments | Avoiding pressure | Ask “on a 1-10 scale, how committed?” |
| Talking too much | Nervous or enthusiastic | Aim for 30% you, 70% them |
Practice Exercise
Choose a real situation someone has brought to you recently. Walk through it using GROW:
- What was their goal? (Was it specific enough?)
- What was their reality? (Did you explore deeply enough?)
- What options did they generate? (Did you let them brainstorm freely?)
- What commitment did they make? (Was it specific and time-bound?)
Use AI to role-play:
“Role-play a coaching conversation. You are an employee who wants to transition into a leadership role. I’ll practice using the GROW model. Give realistic responses and push back naturally.”
Key Takeaways
- GROW (Goal, Reality, Options, Will) provides a simple structure for any coaching conversation
- Spend more time on Reality than feels natural — this is where breakthroughs happen
- CLEAR (Contract, Listen, Explore, Action, Review) works better when emotional processing is needed
- Frameworks are guides, not scripts — adapt them to the person and situation
- AI can help you prepare questions and practice conversations before real sessions
- The biggest mistake is talking too much; aim for the coachee to speak 70% of the time
Up next: In the next lesson, we’ll dive into Active Listening and Powerful Questions — the core skills that make frameworks come alive.
Knowledge Check
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