The GROW model was proposed by Sir John Whitmore in 1992. The GROWTH model was written about by Campbell in 2016. The GROWTH model typically begins with relationships and ends with results. What if we created something less results-oriented and more “growth-oriented" as in personal growth and development-oriented? That would update the expression and application of the model with the lens of the Advance Leadership model’s integral nature and focus on introspection.
The ALM-GROWTH model:
Goals: What is desired?
Reality: What do you believe and trust as possible?
Options: What alternatives fit for you?
Will: What can you apply discipline, consistency, and learning to accomplish?
Tactics: What resources could you bring to bear on the challenges?
Habits: What are you becoming as you continue along this developmental pathway?
The ALM-GROWTH model builds upon the principles of the GROW model while incorporating the framework of the Advance Leadership Model (ALM) for enhanced leadership development. It recognizes the importance of self-awareness, vulnerability, and personal growth in effective leadership and fosters a more introspective approach towards goal setting and development.
The first step in the ALM-GROWTH model is Goals. Just like in the GROW model, leaders identify what they desire to achieve. However, with the integration of the ALM, leaders are encouraged to reflect on their personal values and beliefs. They consider how their goals align with their intrinsic motivations, creating a stronger connection and sense of purpose in their pursuit.
Reality, the second element of the model, involves leaders examining their current beliefs and what they trust is possible. Rather than solely focusing on external obstacles or limitations, leaders using the ALM-GROWTH model practice self-awareness and introspection to identify any internal barriers or self-limiting beliefs that may impede their progress. This step facilitates a deeper understanding of their mindset and allows for self-correction and alignment.
Options, the third element, encourages leaders to explore and consider various alternatives that are aligned with their goals and values. By incorporating the ALM, leaders engage in introspective questioning, such as "What choices resonate with who I am as a leader?" or "How can I develop myself in ways that support my goals?" This process promotes self-reflection and ensures that leaders consider a variety of avenues for growth and development.
Will, the fourth element, involves applying discipline, consistency, and continuous learning to accomplish the identified goals. In the context of ALM-GROWTH, leaders embrace vulnerability and authenticity, recognizing that personal growth requires openness to learning and a willingness to step outside their comfort zones. This element emphasizes the importance of self-correction and sustainable practices, fostering long-term growth and improvement.
Tactics, the penultimate element, focuses on the resources and strategies that leaders can employ to overcome challenges and achieve their goals. ALM-GROWTH encourages leaders to leverage their strengths, seek support from mentors or coaches, and embrace collaboration with their teams. By utilizing their resources effectively, leaders create an environment of shared growth and development.
Finally, Habits, the last element of the ALM-GROWTH model, underscores the ongoing nature of personal growth and development to identify your becoming. Leaders are encouraged to cultivate habits that align with their goals and values, recognizing that sustainable change requires consistent effort and dedication. By deliberately shaping their habits, leaders become more intentional in their development, ultimately transforming themselves and their teams.
The ALM-GROWTH model represents a holistic approach to leadership development, combining the introspective nature of the Advance Leadership Model with the goal-oriented framework of the GROW model. By incorporating elements of self-awareness, vulnerability, and continuous growth, leaders using the ALM-GROWTH model foster deeper connections with their staff, navigate challenges with greater resilience, and sustain their development over time. This model serves as a valuable tool for leaders seeking to enhance their leadership effectiveness and create environments that promote growth and well-being for themselves and their teams.
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