Purpose of this:
The GROW model operates through a structured four-step process: Goal, Reality, Options, and Will. This model not only assists individuals in identifying solutions to their challenges but also enhances their understanding of their circumstances and encourages them to explore various options. Additionally, it plays a crucial role in boosting individuals' confidence and self-motivation. Leaders and coaches appreciate the GROW model for its simplicity and flexibility, making it an effective coaching tool in workplace settings.
This coaching approach transcends mere one-on-one discussions; it respectfully emphasises a positive growth mindset focused on solutions. By clarifying objectives and establishing a specific action plan, the GROW model ensures that progress can be effectively tracked. Importantly, this coaching process occurs prior to the formulation of an improvement plan document. It places responsibility for improvements on the staff member involved, while also nurturing personal growth, skill development, and self-sufficiency both within the individual and the team.
When this can occurs?
- When Leadership have on going concerns with a staff member no matter of your roll, before an improvement plan may come into place.
- When a staff member feels the need to improve on their growth mindset and needs to create a plan for their new 'where too' direction.
Links to Framework:
|
Standard 4.2 Element 4.2.1 |
Professionalism Professional collaboration |
Management, educators and staff work with mutual respect and collaboratively, and challenge and learn from each other, recognising each other’s strengths and skills. |
|
Standard 7.2
|
Leadership Continuous improvement |
Effective leadership builds and promotes a positive organisational culture and professional learning community. There is an effective self-assessment and quality improvement process in place. |
Please refer to the document for you to fill in with the staff member.
Guide written by Angelica Furnari - Head of Education Victoria.
September 2024.
Any changes to the guide will be updated as needed and noted here.