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.
Date/ Issue/ Feedback given/ Response of the team/ FU action/ FU date