In the evolving landscape of higher education, academics are increasingly recognised not only as experts in their fields but also as pivotal figures in guiding students' personal and professional development. One of the most effective ways to facilitate this growth is through coaching conversations — intentional, structured dialogues that empower students to find their own solutions, set meaningful goals, and take responsibility for their learning and future careers.

The GROW model (Goal, Reality, Options, Will) provides a practical, powerful framework for such conversations.

1. Goal: Academics can help students define clear, measurable, and motivating goals — whether that’s improving academic performance, exploring career pathways, or enhancing personal effectiveness. By asking questions like, “What do you want to achieve by the end of this semester?” or “What outcome would make this effort worthwhile to you?”, lecturers can steer students towards setting objectives that inspire action.

2. Reality: This step involves encouraging students to reflect on their current situation. Questions such as, “What’s happening now that’s relevant to your goal?” or “What challenges are you facing?” prompt students to assess their strengths, limitations, and external factors influencing their progress. This promotes self-awareness, a critical skill for lifelong learning.

3. Options: In this creative stage, academics guide students to brainstorm possible ways forward. Instead of offering direct advice, they can ask, “What could you do to move closer to your goal?” or “What alternatives haven’t you considered yet?” This fosters problem-solving skills and resilience.

4. Will (or Way Forward): The final step is about commitment. By asking, “What will you do first?” and “How will you hold yourself accountable?”, academics help students translate ideas into action. This ensures the conversation leads to a tangible, student-owned plan.

Why should all academics learn coaching conversations?

• Promotes student autonomy: Coaching moves away from a didactic, directive approach and towards empowering students to take ownership of their learning journey — a vital skill for both academic success and life beyond university.

• Enhances academic-student relationships: Coaching fosters a supportive, trust-based dynamic, making students more likely to engage, seek help, and share challenges before they escalate.

• Boosts student outcomes: Evidence shows that coaching improves performance, motivation, and confidence — all key factors in student retention and achievement.

• Supports wellbeing: Many students struggle with mental health, imposter syndrome, and academic pressures. Coaching conversations provide a structured way to address these issues without academics overstepping into therapeutic roles.

The role of Occupational and Business Psychologists

While the GROW model is accessible, effective coaching requires more than following a framework. Academics need to develop key skills like active listening, powerful questioning, and creating a non-judgemental, supportive space. This is where Occupational or Business Psychologists add immense value.

• Designing tailored training: Psychologists can adapt coaching models to the specific context of academia, ensuring they align with institutional goals and student demographics.

• Developing practical skills: They can provide academics with hands-on practice, feedback, and strategies for handling complex coaching scenarios — such as students with low motivation or unrealistic goals.

• Embedding a coaching culture: Beyond one-off training, psychologists can help foster a long-term shift towards a coaching mindset across faculties, promoting collaboration, reflective practice, and continuous development among staff.

In a time when universities are expected to deliver not only academic excellence but also holistic student development, coaching conversations — underpinned by the GROW model — are a vital tool. By investing in training led by Occupational or Business Psychologists, institutions can empower academics to better empower their students, creating a ripple effect of growth, resilience, and success.

1. Promotes student autonomy and self-efficacy

• Encourages students to take ownership of their learning, decisions, and personal development.

• Helps them build confidence in solving their own problems, fostering independence.

2. Strengthens student-academic relationships

• Creates a supportive, trust-based dynamic between students and staff.

• Encourages open dialogue, leading to earlier identification of challenges.

3. Improves academic and career outcomes

• Supports goal setting and problem-solving, leading to better academic performance.

• Helps students connect their academic journey to future career aspirations.

4. Develops critical thinking and resilience

• Encourages students to explore different perspectives and options before deciding on a path forward.

• Helps students build resilience by learning how to tackle setbacks and adapt strategies.

5. Supports student wellbeing

• Creates a space for students to articulate worries and challenges, fostering emotional awareness.

• Provides a proactive approach to supporting mental health, without replacing therapeutic services.

6. Enhances academic roles

• Equips academics with coaching skills that improve their effectiveness as mentors.

• Shifts the role from knowledge provider to facilitator of student growth and success.

7. Fosters a growth culture across the institution

• Embeds a reflective, goal-oriented mindset within academic communities.

• Encourages collaboration, continuous development, and better staff-student engagement