GROW Model for Personal Goal Setting

This presentation discusses the GROW model for personal goal setting and the goal setting theory of motivation. It explains the four stages of the GROW model - Goal, Reality, Options, and Will - and how they can be used for self-coaching. It also highlights the importance of goal setting in task performance and the dimensions of goal setting theory - complexity, feedback, commitment, and clarity. The presentation provides insights on how to apply these concepts for personal development.

Business Psychology, Coaching and Mentoring
My personal goal for future
After completing my MBA studies I would be having 2
differ sets of goals and it will be divided into long run
objective and short run objective. My short run
objective will be to get maximum amount of exposure to
the business management and want to join a company
that will be providing me with ample opportunity and
will guide me in management of projects, management
of people and management of time and most of all to
learn a proper way of communication. I know that the
first company will be providing the first exposure which
will be vital for a fresher. Therefore, I also have a long
run goal because I know the experiences that I will be
gaining from the first will be help in confidence and
knowledge that will push me towards attaining my other
bigger goals. Therefore, i have the second goal of
achieving a senior managerial position in a company
that operates internationally that manufactures. My
dream is to be one that will establish or at the same time
advance such a type of company. I have a perception
that my goal is to be in one such big company where I
will be entirely being able to express my interests and
talents that will contribute to the prosperity of a society.
Goal setting theory
Gail Thomas, B. and Hanson, J., 2014. Developing social integration to enhance
student retention and success in higher education: the GROW@ BU initiative.
Widening Participation and Lifelong Learning, 16(3), pp.58-70.
Locke, E.A. and Latham, G.P., 2015. Breaking the rules: a historical overview of
goal-setting theory. In Advances in motivation science (Vol. 2, pp. 99-126).
Elsevier.
GROW model
The GROW model is used a novel model for those that
are willing to self-coach themselves as it will help them
in becoming a better elder tomorrow. The GROW model
is explicitly used to practice as well as apply the
coaching skills. The acronym of GROW model is Goal,
Reality. Options, Will. Goal is what I want? Reality is
where I am now? options is what can I do? and Will is
what will I be doing? (Gail Thomas and Hanson 2014)
• The Goal is to have better communication skills,
Proper time management and able to handle work
under pressure and strict deadline and learning
mandarin. It is important to mention that I will be
attaining all these within a period of about 12
months.
• The second stage is called reality and it is all
about being aware about what is happening now?
any step taken towards the goal and does this goal
conflicts with any other goal?
• After analysing the reality, I will explore the
various options and also determine what are the
possible ways of attaining the goal? The typical
questions that are to be explored here is what else
can I do? what are the potential obstacles that
might hinder me from attaining the goal?
• This stage will all be about getting certain things
so that moving towards will seem like I am taking
the right steps. The questions that I can ask
myself is how can I keep myself motivated? why
there is a need to review the progress?
References
The goal setting theory of motivation is put forward by
Edwin Locke in the year 1960. This theory states that
task performance is actually linked with the goal setting.
It highlights that specific types of challenging goals
along with the appropriate type of goals highly
contribute to the better and higher performance
regarding he execution of a task. It is important to note
that the goals provide a direction as well as indicate a
person what needs to be done what is the amount of
effort to put into the goal. It is important to mention that
the dimensions that the dimensions included in this
theory are the complexity, feedback, commitment and
clarity (Locke and Latham 2015). I will be personally
using this theory for goals setting purposes and attaining
such goals. I will be using this gaol setting theory for
my own personal development.