Implementation of GROW Model in Employee Training

June 14, 20193:12 pm
Generic placeholder image

“Having a consistent and uniform approach to coaching enables you to coach more effectively with strategy and direction.” PD Training

There are various models for employee coaching and training. ADDIE model, for example, can be implemented to design retainable training for employees. There is also OSCAR model to help you provide a flexible developmental framework for your employee and to develop their skills and knowledge of their team. And the base of OSCAR model, GROW model, that helps you achieve a better result in training or coaching.

GROW model is a method for setting goals and managing the performance of employees. Due to its effectiveness and good quality, big companies such as Abudi Consulting Group have used this model in coaching with their clients.

See also: Workplace Sensitivity Training for Employees

So what is GROW model and how it benefits you and your employees?  

Created by Sir John Whitmore and team in the 1980s, GROW model continuously becomes one of the most established and successful models. According to surveys, GROW model is proven to be successful as it has a deceptively simple framework. It provides a powerful tool to highlight and maximise inner potential through sequencing coaching conversations. What makes it different from other models is that GROW is more flexible and its efficiency outshines boundaries of culture, discipline, and personality.

GROW is an acronym from goal, reality, option and will or way forward. Each acronym has its own meaning and purpose. These are the purpose of GROW model.

Goal setting – This step leads to you set a goal in order to give direction and purpose to a training session. What are your personal and professional goals? Where do you expect yourself in 5 or 10 years ahead? Why this goal matters most? Which goals should be highlighted and achieved first?

Reality check – The term reality can lead you to get a better decision for your goal. For example, why do you think you have not achieved this goal? What is your obstacle from achieving this goal? Then, what steps have you taken to go forward?

Option – Further action should be taken, thusly in this step, you should help your employees decide and explore further actions to improve their performance. Lead your trainee by asking a question like what options might you take to achieve your goals? Or what might be the best step toward this goal?

Will or way forward – Once the options are completed, it is time to take action. Therefore, jot down and create a well-defined plan to know the direction you need to go. Plan ahead 2 or 3 actions you should take this and the next week toward achieving your goal. Additionally, you should also jot down and speak about what motivates you the most to achieve your goals.

These leading steps or variety of questions will better engage your employees in their professional or personal development planning. This model helps individuals being trained/coached to take responsibility for achieving their goals by developing a realistic plan.

Mark Williams, head of training and development at MTD training, cited that for managers or trainers who conduct training using GROW model for their employees, they should remember that they are there to help employees realise their true potential and future goals. Managers and trainers should NOT instruct the employees and tell them what to do, instead, they should be a sincere listener, ask open-ended questions, and provide unbiased advice to truly benefit the employee.

Read also: Psychology Today: Understanding Left vs. Right Brain for Employee Training and Development