GROW model according to the anthropogogic approach
GROW model has two parts:
Looking back: Goals & Reality
Looking Forward: Options & Way forward
· The term anthropogogy originates from the Greek anthrōpos (ἄνθρωπος), "human being", and άγω (ágō) means "lead"; literally translated "to lead the human being".
The anthropogogic approach is based on 4 principles:
1. Human being as independent learner
2. Learning according to the human being's needs
3. Learning as innovation
4. Learning as immediate practical replay
Nir Golan, Educational & Leadership expert, combined between the
GROW model and the anthropogogic approach, and created an improved model.
Goals: review the original goals:
If there are no goals- recreate them.
It they are not relevant any more, update them.
The goals should describe behaviors, standards (quality & quantity), and timeline.
Reality check: evaluation of the performance- degree of achievement.
Gaps: low performance (partial, not according to the standards).
Success: high or outstanding performance (full, above expectations).
Reality should be introduced using facts, examples, quotations, emails and other data.
R2-Reason why: analyzing the reason for the gaps/ success:
Discussion with the employee in order to identify the main reason for his behavior:
· Gap: 4 optional reasons:
Knowledge: "I didn't know that…"
Awareness: "I didn't pay attention/ notice, I wasn't aware…"
Attitude/ Opinion: "I don’t agree/ accept…"
Skill: "I didn't know what to do/ how to deal with it…"
· Success: 4 optional reasons:
Knowledge: "I knew that…"
Awareness: "I paid attention, I noticed, I was aware…"
Attitude/ Opinion: "I agree/ accept…"
Skill: "I knew what to do / how to deal with it…"
Options: what directions can we take to close the gap/ preserve success?
It's an option to revisit the goals- add/ remove/ update.
· The type of gap and the ways to address (change/preserve the pattern or behavior)
Knowledge: Provide employee with the necessary information
Awareness: Give the employee examples, evidence of the pattern/ behavior. Explain to him the rational, the ‘why’. Give him some practical tips that will help him to pay attention, be aware to this pattern/ behavior.
Attitude/ Opinion: Explain the rational, the ‘why’, use techniques for changing the attitude/ behavior.
Skill: Tools, practical tips. Exercise/ practice them.
Way forward: set concrete action/ plan.
Wrap up: Summ
arize and express your
support, define action items, document highlights and next steps.
Date/ Issue/ Feedback given/ Response of recipient/ FU action/ FU date