How can you integrate the GROW model into your employee onboarding process?

The GROW model is a very powerful framework when it comes to training/ coaching (it's actually the base of my own signature program!). This model allows you to focus on the future, on defining and achieving goals in the best possible way. It supports you in: 1) What is the main goal of your on-boarding process? For instance, it could be to create all relevant connections, or to be able to create the required reporting packs. Once you know what you're looking to achieve, it's a lot easier to define the roadmap to get there. 2) Reality: how can you support new employees to gain the required knowledge? 3) Make sure to define the most user friendly option. 4) How can you ensure new employees' accountability?

El modelo GROW es una estrategia de coaching que se utiliza para ayudar a los individuos a establecer metas, analizar su situación actual, considerar las opciones disponibles y comprometerse con un plan de acción. Las siglas GROW representan los siguientes conceptos: 1. Goals (Metas): Establecer metas específicas y medibles. 2. Reality (Realidad): Evaluar la situación actual de la persona en relación con sus metas. 3. Options (Opciones): Explorar y considerar las diferentes opciones disponibles para alcanzar las metas. 4. Will (Voluntad y Compromiso): Comprometerse con un plan de acción concreto y establecer la voluntad necesaria para alcanzar las metas.

GROW is a pretty simple and hence very powerful way of getting people to look at themselves and help them understand themselves. G : Goals : What do they want to do? and why? R: Reality : where are they in this journey towards those goals? What has helped this journey? what has impeded it? O: Options : what all can one do? Which ones are better? which ones are worse? pros and cons? and hence what is the plan of action now? W : Will : Committing to this plan of action and being accountable. This model helps the coaches to walk the coachee through these 4 stages in which the thinking process happens.

The GROW model is a popular model used in coaching. There is also an extension of the model - GROWTH which stands for Goal, Reality, Options, Will, Tactics and Habits. The model is focused at helping the Coach support client conversations in an easy and structured way.

The Goal framework is very popular and it's the foundation of many coaching practices. It's a well structured way to define your goals with the long-term impact in mind.

I think this is a great way to help any new joiner: 1) to understand more about the role they play in the organisation; 2) set a clear direction; 3) build self-awareness and 4) track and monitor their performance against the strategy they have established

El modelo GROW se puede integrar en el proceso de onboarding de los empleados para ayudar en su desarrollo y crecimiento profesional. A través de este modelo, los gerentes o líderes pueden establecer metas claras con los nuevos empleados, evaluar la realidad de su situación actual, explorar las diferentes opciones disponibles para su desarrollo y finalmente, establecer la voluntad o compromiso necesario para alcanzar dichas metas. Esta metodología puede ser aplicada en las conversaciones iniciales con los empleados, permitiendo establecer expectativas claras, identificar oportunidades de crecimiento y desarrollo, y fomentar un compromiso temprano con su desarrollo profesional.

Modelo Grow pode ser muito melhor aplicado se a LIDERAN?A for bem envolvida nesse processo. Sugest?o: G - Estabelecer metas e objetivos a serem alcan?ados na Fun??o nova e nas primeiras semanas de contrata??o. R - Quais os recursos que a empresa e a Lideran?a disp?e? Quais as competências do novo funcionário? Como conciliar ambas? O - Quais as melhores op??es, mediante as Metas e Recursos? Quais as prioridades da fun??o/ Processo? W - Definir um plano de a??o prático e executável (Usando o 5W2H, por exemplo), estabelecer o compromisso do novo contratado e indicadores de seu desempenho para acompanhamento. Agora é agir!

There are also alternatives to the GROW model, another model that can be used is the CORE model. C - develop a Crystal-clear picture of the future O - understand what the Operational realities are R - what is Required to get you from where you are to your ultimate goal? E - prepare an Execution plan. In an onboarding session, the coach can guide the new hire through the steps of the chosen model to understand their current position, strengths, focus, and future goals. Collaboratively, a career path and development plan can be created to support the new hire in achieving their aspirations.

One specific way to use the GROW Model is to have the new hire set their own onboarding goals upfront, based on their role. Ask them - What 3 goals would you like to achieve in your first 30/60/90 days? This gives them ownership and agency in their onboarding journey. Then discuss the current reality and assess their starting point objectively. Help them anticipate potential roadblocks, and explore options to navigate around them. Equip them with the tools, resources and connections they require. Finally, co-create a concrete way forward with incremental milestones. Check-in regularly to review progress made. Course-correct if needed, and acknowledge successes along the way.

Los beneficios de la utilización del modelo GROW en el proceso de onboarding de los empleados puede proporcionar claridad en las metas, evaluación de la realidad, exploración de opciones, compromiso con un plan de acción y fomento de una cultura de crecimiento y desarrollo.

In my experience, the structured nature of the GROW model makes it easier for managers and HR professionals to monitor new hires' adaptation and performance. Setting clear, measurable goals allows for objective assessment and timely support where needed. By leveraging the GROW model in the onboarding process, organizations can create a more dynamic, engaging, and effective introduction for their new employees.

The GROW model can be used to support employee onboarding in several ways such as; 1. It helps the new joiner to clarify their short and long-term goals 2. Identify areas for further development 3. It supports open communication between themselves and their manager Other areas of onboarding that could also be considered are 1. Orientation 2. Cultural integration into the system 3. Understanding essential technology and tools.

In my experience, new employees may struggle to define clear goals if they are unfamiliar with the company's expectations or their role, which can be overwhelming during the "Reality" phase. Also, they may feel limited in their options to solve problems or achieve goals due to their lack of experience in the company.

El método GROW puede ser aplicado en las conversaciones iniciales con los empleados, permitiendo establecer expectativas claras, identificar oportunidades de crecimiento y desarrollo, y fomentar un compromiso temprano con su desarrollo profesional. Además, la integración de este modelo en el proceso de onboarding puede contribuir a la creación de una cultura de crecimiento y desarrollo dentro de la organización, lo que a su vez puede impactar positivamente en la retención y compromiso de los empleados.

To overcome the challenges I mentioned in the previous section, it can be useful: 1. Clearly outline the company's goals and the new employee's role to help them set realistic goals. 2. Break down larger challenges into smaller, achievable tasks to reduce overwhelm. 3. Encourage exploration and learning to help new hires build confidence in problem-solving. And finally, offer support.

En mi experiencia, el modelo GROW (Goals, Reality, Options, Will) se puede integrar en el proceso de onboarding de los empleados de manera exitosa para ayudar en su desarrollo y crecimiento profesional.

GROW model involves the following steps: Goal Setting: During onboarding, clarify the employee's short-term and long-term goals. Discuss their career aspirations, job expectations, and performance objectives to establish clear goals for their development. Reality Check: Assess the employee's current skills, knowledge, and experience relevant to their role. Identify any gaps or areas needing improvement. Options Exploration: Explore different options and strategies for achieving the employee's goals. Available resources, learning opportunities, and career paths within the organization. Way Forward: Summarize the discussion and outline an action plan for the employee's development. Set milestones, and checkpoints to monitor progress & support