No Image Available

googletag.cmd.push(function() { googletag.display(‘div-gpt-ad-1705321608055-0’); });

The GROW model and FACTS coaching.


How does FACTS coaching relate to the GROW model? We have often been asked this question. Following a great creative session with colleagues at Illustra Research to develop a leader as coach workshop, we have a new way of looking at GROW and FACTS. So how do Goals, Reality, Options, and Will of GROW relate to Feedback, Accountability, Courageous Goals, Tension, and Systems thinking of FACTS?

I have always thought of the GROW model as a great foundation for coaching. I remember learning about GROW when starting out on my coaching journey many years ago, and still have it alive in the back of my mind. I even used it 2 weeks ago as a problem solving process when facilitating an ad hoc session during a leadership workshop. The beauty of GROW is that it is very simple, learnable, useful and sequential; it works.

FACTS is a non-sequential approach with 5 equal cornerstones.  Initially I had explained the relationship in that FACTS was more advanced for experienced coaches, and can be used to build on the foundation established by GROW. However, this is a rather linear view of the relationship and I was excited by a new way that connects GROW and FACTS. FACTS is a way to approach the GROW model, and from this perspective we can see that for every stage of GROW we can use FACTS to add depth, as shown in the table in my blog (click here to go to the Challenging Coaching website for original article and table) You can see that there are certain elements of FACTS that have a stronger relationship with the different stages of GROW

·      When working with a coachee to set a goal (G of GROW) we can move beyond a typical rational SMART goal (Specific, Measurable, Achievable, Relevant, Time-bound) and stretch to a step changing courageous goal (C of FACTS).

·      We can examine the reality (R of GROW) from a system thinking (S of FACTS) perspective and include a much broader view of stakeholders, colleagues, wider team, organisation as a whole, customer, competitors, society and short and long term time frames.

·      We can use tension (T of FACTS) to create a list of options (O of GROW) with greater depth and originality. By asking simple questions such as "what else?" and "what else?" to continually increase the tension to provoke more creative options.

·      Once we have worked through willingness to act (W of GROW) we can hold coachees accountable (A of FACTS) for the actions they have agreed to undertake, to the coaching contract and to the organisational system.

·      Feedback (F of FACTS) has an overarching part to play and is crucial at all stages of the GROW process as the coach holds the mirror up to help coachees increase their level of awareness.

As I have used GROW for so long, I like the feeling that there is a synergistic interconnection with FACTS. Rather than GROW ending and FACTS starting in a linear way, the two weave together to create a strong 2 dimensional approach to coaching.

What models/approaches of coaching do you use that interconnect?

Post your thoughts on the Challenging Coaching LinkedIn Group.

As we have over 60 blogs on the site we now have a blog index that we hope you will find useful.

Get feedback from your coachees on your challenging coaching skills with the on-line 360 feedback tool.

No Image Available

Get the latest from TrainingZone.

Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.


Thank you!