Leading an effective Group
Discussion is a challenging leadership situation with lots of complexities. In
order to make it easier, the manager should use the GROW model.
The GROW
model has two parts while using in a Group Discussion:
Looking back: Goals & Reality
Looking Forward: Options &
Way forward
· The
term Anthropogogy originates from the Greek anthrōpos (άνθρωπος), "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 Group Discussion learning model. This model can be used in
order to lead Group Discussion.
Goals:
review the original goals of the team:
If there are no goals- recreate
them.
It they are not relevant any
more, update them.
The goals should describe team's
behaviors, standards (quality & quantity), and timeline.
Reality
check: evaluation of the team's 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 to
the team using facts, examples, quotations, emails and other data.
R2-Reason
why: analyzing the reason for the gaps/ success:
Discussion with team members in
order to identify the main reason for their behavior:
· Gap:
4 optional reasons:
Knowledge: "We didn't know
that…"
Awareness: "We didn't pay
attention/ notice, we weren't aware…"
Attitude/ Opinion: "We don’t
agree/ accept…"
Skill: "We didn't know what
to do/ how to deal with it…"
·
Success: 4 optional reasons:
Knowledge: "We knew
that…"
Awareness: "We paid
attention, we noticed, we were aware…"
Attitude/ Opinion: "We
agree/ accept…"
Skill: "We 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 team members
with the necessary information
Awareness: Give the team members
examples, evidence of the pattern/ behavior. Explain to them the rational, the
‘why’. Give them some practical tips that will help them to pay attention, be
aware to this pattern/ behavior.
Attitude/ Opinion: Explain the
rational, the ‘why’, use techniques for changing their 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 the team/ FU action/ FU date
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