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Purpose of this:

Through a process of four steps (Goal, Reality, Options, and Will) the GROW model helps people not only find solutions to their problems, but also understand their situations and explore their options, while at the same time boosts their confidence and self-motivation. Leaders and coaches value the simplicity and flexibility of the GROW model for coaching in the workplace.

An approach like this is effective as a coaching approach like this to support people is more than just spending time talking one-to-one, is it respectfully emphasising a positive growth mind set that solution based. 

It supports the clarity in defining the objectives by establishing a specific action plan that focuses on being able to track progress effectively and it  is a coaching process that happens before the improvement plan document. It also ensures that the improvements responsibly is on the staff member you are having the meeting with, as well as fostering personal growth, skill development, and self-sufficiency within a team and within themselves. 


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


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 
Element 7.2.1 


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. 

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