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Using the GROW Model

How to Effectively Handle Difficult Conversations. Using the GROW Model. This is a narrated Power Point! Click the speaker button on the top right corner, then click the play button on each page to listen!. Before the conversation:.

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Using the GROW Model

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  1. How to Effectively HandleDifficult Conversations Using the GROW Model This is a narrated Power Point! Click the speaker button on the top right corner, then click the play button on each page to listen!

  2. Before the conversation: • Remember to take yourself out of the spotlight. This conversation is not about you. It is about your staff. • Plan out the conversation. • Prepare notes to keep yourself on task regarding the topic you wish to address. • Be a good listener. Be non-judgmental and direct.

  3. Before the conversation: • Ask the staff when they are available to meet. • Schedule time with them and stick to your appointment. Show them that their time is a priority just as your time is.

  4. List of Do not's(not doughnuts) : • Do not talk about yourself • Do not use putdowns • Do not be reactive

  5. Let’s start talking: • Let the staff know what you are both there to discuss. • Let them know what you are hoping to get out of the conversation (goals of the conversation). • Let the staff know the consequences of not being able to determine or reach goals after the conversation. Be honest.

  6. Staff’s turn: • Ask the staff what has been happening? Listen without interjecting. • Ask them what they have tried so far and what the results of their efforts were. • Ask them what obstacles stand in their way or others’ ways to achieving their goals. • Ask them if their goal is realistic. • Review previous questions if the goal is unrealistic.

  7. Now let’s have a back and forth conversation: • If the staff could describe fantasyland regarding the issue, what would that look like? • Encourage the staff to come up with as many options as possible. • Ask the staff if they would like you to make suggestions, but only if they have had ample opportunity to think of options. • Ask them, if they were to use one of their options, how would they go about it.

  8. Moving forward: • Ask the staff if they are interested enough in their option to move forward. • Ask them how they will go about it. • Ask what barriers/ obstacles they anticipate might get in their way. • Ask how they plan on overcoming these. • Ask them what they plan on doing and by when.

  9. Follow-up • Do not just trust that staff will now have the knowledge and tools to move forward without support. • Schedule a future date to meet with them to review progress/ barriers.

  10. Example VIDEOS: • Poor example: • Good Example: http://youtu.be/6qi-_bUbp10 http://youtu.be/iDH9ICwQJCc

  11. G.R.O.W. PROCESS • G- Goal • What is the goal of the conversation? • What are the consequences if the goal isn't reached? • R-Reality • What has been happening? • What have the staff tried so far? • What were the obstacles for you? • Is the Goal realistic?

  12. G.R.O.W. Process continued • O-Options • If you could do anything , what might you do? • Would you like suggestions from me? • Do any of these ideas interest you enough to explore further? • If you were to do this, how might you go about it? • W- Way Forward • How will you go about it? • What might get in the way? • What is the next step?

  13. G.R.O.W. Process continued Way Forward….

  14. Questions? • Let us know! • Amanda Muldoon (FSS Manager): amuldoon@csdd.net • Ashley Radder (Day Services PC): aradder@csdd.net • Nicole Costner (Budgeting Manager): NCostner@csdd.net • ArneciaDelk (SEMP Manager): adelk@csdd.net • Jacqueline Milbrand (IRA PC): jmilbrand@csdd.net • Rachel Welsted (Site Manager): rwelsted@csdd.net

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