GROW model for team excellence. In team management, a big challenge is changing how employees think and feel. How each team member feels and works affects the whole team’s work and mood. I looked into many ways to solve these issues. I found out that often, simple ways work best. Next, I will talk about what I learned and my methods. These include talking one-on-one with employees and using the GROW model to improve how the team works and gets things done. Bad employee attitude – a few days ago I wrote that changing it is a particular challenge for a manager and leader leading their team.
The Impact of Unengaged Employees
A passive and unengaged employee is also a problem for the entire organization – it negatively affects others, ruins morale, sows discouragement, which consequently leads to a decrease in employee productivity and the entire company. How can a manager remedy this? In search of solutions, I tested many methods – more or less effective. Over time, it turned out that the simplest ones are usually the most effective. In my case, the most effective method of working on attitude is classic 1:1 coaching, i.e., an honest conversation with the employee.
Strategies for Effective Employee Coaching
How exactly do I act? First and foremost, I focus on:
- Asking many specific and sometimes strong open-ended questions;
- Skillfully listening to the employee;
- Allowing the employee to independently draw logical conclusions from their own statements.
It’s key that during the conversation, the employee themselves reveals the reasons for their behavior, sees its impact on themselves and others, but also generates what they believe to be the best solution. Thanks to the work done by themselves, the employee will be more engaged in implementing the necessary changes.
Utilizing the GROW Model for Employee Development
In practice, the tool I use is the GROW model, where I focus on 4 most important aspects:
- GOAL – we define the goal of working with the employee – this is a key stage of coaching work, where the SMART technique is helpful.
- REALITY – we check what the reality/current situation looks like. At this stage, I establish a starting point from which the employee, with my help, will start working towards the previously chosen goal.
- OPTIONS – generating as many ideas as possible to achieve the goal. This is the most creative stage of work.
- WAY FORWARD – determining the real willingness to act and setting a specific action plan.
I have many times been convinced that such a designed and conducted process is effective and leads to the expected result – remodeling the employee’s attitude, increasing their results, and thereby improving team efficiency.
If you are a manager facing a similar problem and don’t know how to remedy it – get in touch, individual work with me will help you change that. What do you think, is it better to work with an employee based on ready-made solutions generated by the manager, or to hand over agency to the employee?
I am an effective manager with 17 years of experience in sales management, and customer service, and the practical ability to optimize processes and introduce employee changes. I prioritize sustainable business development by building and cooperating with a team of motivated and committed professionals who identify with the highest work standards.
