GR2OW: Improved GROW model according to the anthropogogic approach
The 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: Summari ze and express your
support, define action items, document highlights and next steps.
Documentation:
Date/ Issue/
Feedback given/ Response of recipient/ FU action/ FU date
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