Nurture minds using GROW Model
The GROW Model has been used by corporate companies to coach and guide their employees. It can also be used in schools to guide teachers as well as students.
Acronym is being used so often to help learners to remember lengthy information so GROW is also an acronym.
Goal
Current Reality
Options
Way Forward/Will
In a nutshell, GROW Model is simply a framework in asking great questions at different points without telling someone what to do leading to solving problems, learning new skills, improve performance, reflecting on current practices and habits and to reach certain goals.
Looking at the 4-step GROW Model
Step 1: Goal
What is the success criteria?
Through questions, guide your teachers or staff to decide what is an ideal outcome that he/she desires to achieve. By doing so, the outcome of the goal becomes their personal goal rather than a given goal by the organisation or superior without ownership.
Setting a practical and realistic goal can be done through the S.M.A.R.T format.
This makes the goal specific, measurable, attainable, realistic and timely so that it is not too far from reach. S.M.A.R.T format is very often used to ensure that plans and decision made can be accomplished by many companies and schools.
Clarification and guiding questions are being used to gain greater clarity of the goal to be set.
Some examples of questions for goal:
What is one thing you like to see a change?
What is an achievable result?
What is an ideal outcome for your situation?
Why do you think this is the most important goal to achieve?
Step 2: Current Reality
Review of current situation is not to find fault. This is the stage where a staff can consider the current state of things by recognising where he/she is at this moment.
This allows reflection of current reality leading to the subconscious awareness of the gap to reach their targeted goal in mind.
Some examples of questions for current reality:
How near are you to the goal you have in mind?
What are the interventions that you have implemented so far?
Can you describe your current situation?
What are the successes you have achieved so far?
What do you think are the factors that contribute to these successes you have achieved so far?
Step 3: Options
At this stage, it is about the possible different means to level up from the current situation to the intended goal in mind.
After going through the current reality, the staff can explore and choose possible implementations that will help to bridge the gap to the goal.
It is a fact that the hardest part is to stop ourselves from giving suggestion or advice. It is actually much faster by doing so but the staff may just be relying on you in future for other solutions when faced with other problems.
By leading them to think of their own solutions, they become more independent and build confidence to solve their own future problems.
Some examples of questions for options:
What are the practical ideas for your goal?
Anyone in mind that can help you to achieve your goal?
What are the challenges you may have if you decide to do in this way?
How can you do things more effectively?
Step 4: Will or Way Forward
After Step 1 to Step 3, there is a clear vision of the situation as well as what can be done to improve or solve the current situation.
We can now use questions to lead our staff on how to create a simple action plan to implement within a realistic timeline.
Some examples of questions for Will or Way Forward:
How would you implement the chosen option to improve your situation?
What are the necessary steps you need to take to reach your goal systematically or progressively?
When do you think is a good time to start or end the implementation of your options chosen?
In conclusion
In real discussion, you may not go through the steps in a sequential order.
This framework gives a nice general overview of how to help struggling staff to move forward for reflective improvement where ownership of success rests with the Staff.
Throughout the use of the GROW Model, there is a bottom-up initiative rather than top-down instruction. It may take more time but it can nurture our staff more effectively.
GROW Model promotes meaningful discussions and mutual respect with lots of guiding questions. Guiding staff through GROW Model allows the Staff to have an increased capacity to solve other problems on their own.
Disclaimer: This is my personal reflection and I am not in any position to instruct anyone what they should do. I am not responsible for any action taken as a result of this post. My post can only be a reference for your further research and growth. By reading this post, you acknowledge and accept that. All images and pictures were taken from google images that are free from copyright under labelled for reuse.
Posted from my blog with SteemPress : http://fun2learn.vornix.blog/2018/07/27/nurture-minds-using-grow-model/