Career Conversations That Matter: How to Use the GROW Model

April 17, 2025

Career conversations can feel tricky. As a manager, you want to guide your team toward their goals while balancing the needs of the business. But let’s be honest—it’s easy for these chats to veer into generic advice, awkward silences, or a laundry list of vague ambitions.


That’s where the GROW model comes in. It’s a simple, structured approach to help employees reflect on where they are, where they want to go, and how to get there.Whether you’re guiding someone toward a promotion, helping them navigate a career pivot, or encouraging skill development, the GROW model makes career conversations focused, actionable, and meaningful.


What Is the GROW Model?

The GROW model is a framework that breaks down career conversations into four key steps:

  1. Goal: Define what the employee wants to achieve.
  2. Reality: Explore their current situation.
  3. Options: Brainstorm ways to move forward.
  4. Way Forward: Commit to specific actions.

Think of it as a roadmap. Each step helps employees clarify their aspirations and create a concrete plan to reach them.

How to Use the GROW Model in Career Conversations?

1. Goal: Define the Destination

Start by asking what the employee wants to achieve. Their goals might be short-term (like learning a new skill) or long-term (like becoming a team lead). This step is about understanding their vision and aligning it with organizational opportunities.

Questions to ask:

  • What do you want to achieve in your career?
  • What skills or roles excite you most?
  • How would you define success in the next 6–12 months?

2. Reality: Understand Where They Are Now

Once you’ve defined the goal, take stock of their current situation. This step is about uncovering strengths, challenges, and any gaps that might need addressing.

Questions to ask:

  • What’s working well for you right now?
  • What obstacles are you facing in reaching your goal?
  • What skills or experiences do you already have that can help you?

Pro Tip: Be honest but supportive. Constructive feedback helps employees see opportunities for growth without feeling discouraged.

3. Options: Explore the Pathways

Now it’s time to brainstorm possibilities. This is where creativity comes in—there’s rarely just one way to reach a goal. Help the employee think through different approaches, resources, and support systems.

Questions to ask:

  • What steps could you take to move closer to your goal?
  • Who could support you in this process?
  • What skills or experiences would help you get there?

Encourage them to think big—even if some ideas feel out of reach now, they might spark actionable next steps.

4. Way Forward: Commit to Action

This is where the rubber meets the road. Help the employee narrow down their options into clear, actionable steps. Make sure these steps are specific and time-bound to keep momentum going.

Questions to ask:

  • What’s the first step you’ll take?
  • When do you want to achieve this by?
  • How will you know you’re making progress?

Pro Tip: End the conversation by agreeing on a follow-up plan. Checking in regularly reinforces accountability and provides opportunities to celebrate progress.


Why the GROW Model Works

  • Clarity: Each step focuses on a specific part of the conversation, ensuring nothing important gets overlooked.
  • Empowerment: Employees take ownership of their career development, rather than relying on you to provide all the answers.
  • Action-Oriented: The framework naturally leads to tangible next steps, turning ideas into progress.


GROW in Action: Example Career Conversation

Let’s say you’re talking to an employee named Sam who wants to move into a leadership role.

  1. Goal:
    Sam: “I want to become a team lead within the next year.”
    You: “Great! What does success in that role look like to you?”
  2. Reality:
    Sam: “I’ve been managing projects, but I don’t have experience directly managing people.”
    You: “What feedback have you received about your readiness for a leadership role?”
  3. Options:
    Sam: “I could take a leadership training course, shadow a current team lead, or volunteer to lead smaller team projects.”
    You: “Those are great ideas. Who on the team might be able to mentor you through this process?”
  4. Way Forward:
    Sam: “I’ll talk to my manager about shadowing opportunities and research leadership training programs by next week.”
    You: “Perfect. Let’s check in during our one-on-one next month to see how it’s going.”


Tips for Mastering the GROW Model

  1. Create a safe space: Career conversations are personal. Show empathy and build trust to encourage honest dialogue.
  2. Adapt to the employee’s needs: Not everyone will have a clear goal right away. Be patient and help them explore possibilities.
  3. Celebrate wins: Progress matters, even if it’s small. Recognizing achievements keeps employees motivated.

Building a Culture of Career Conversations

Career development isn’t a one-time discussion—it’s an ongoing process. To make it part of your culture:

  • Schedule regular check-ins: Monthly or quarterly conversations keep career growth on the radar.
  • Encourage peer discussions: Create opportunities for employees to share experiences and learn from each other.
  • Provide resources: Offer access to mentorship programs, training budgets, and leadership courses to support career growth


Final Thoughts: GROW Their Career (and Your Business)

The GROW model turns career conversations into powerful tools for development. It’s simple, actionable, and designed to help employees take control of their growth.


Next time you sit down with a team member to discuss their future, skip the vague platitudes and aimless chats. Use GROW to guide the conversation, and watch your employees (and your business) thrive. Ready to give it a try? Start your next career conversation with this framework—and let the growth begin.

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