יום שלישי, 22 ביולי 2014

GR2OW: Improved GROW model according to the anthropogogic approach

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 (νθρωπος), "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: Summarize 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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