GROW at FGGA: Positive experiences and valuable feedback
In October 2024, we launched GROW, the conversations (Conversations about Results, Development, and Well-being). It's time to ask for initial impressions within the organisation. I spoke about this with Mirjam van den Brand, Institute Manager of LUC. She is positive about GROW: 'It's transparent, promotes open communication, and provides room for growth, both for employees and for managers.'
Tools
The tools provided by the GROW system are comprehensive and transparent, However, the amount of information on the site can initially feel overwhelming. 'It might seem like a big task, but it really isn't,' she says. 'Creating the form and filling in the different categories is very easy. Moreover, it offers a lot of freedom to specify what you think is important in the conversation.'
What makes the GROW system unique is that no score is given to the conversation; it focuses on an open dialogue. This approach is highly valuable: 'In my previous role, I had something similar, and it really takes the pressure off the conversation. This makes it easier to focus on real development and result agreements.'
Despite the positive experiences, there is always room for improvement. She points out that it's important to quickly record the agreements made during the conversation in the form. 'By having the discipline to fill in the input directly after the conversation, everything stays top of mind, and you can wrap up the process quickly.'
The feedback in her team has been positive. Mirjam asked all team members to complete the 360-degree feedback form. Colleagues are increasingly recognising the value of feedback and feel more comfortable giving and receiving it. This is highly appreciated and helps with team building. 'What I find most rewarding is that team members are now more open to both asking for and giving feedback, something they might have been hesitant about in the beginning.'
Tips and tricks
An important tip for others is to lead by example: 'Also ask for feedback yourself, for example from your team members. This helps normalise the process of both asking for and giving feedback.'
A second tip is: 'Try to make a clear distinction in the long term between ‘result’ and ‘development’ areas. You want to avoid people only recording ‘content-related’ issues in their form. A combination of content-related (result) agreements and competence-based (development) agreements, in my opinion, provides the right balance in the conversation about both the past and the future.'
GROW Training
In March, training will be offered to managers at FGGA with practical guidance.
Additionally, university-wide workshops will be available to support you in having (formal and interim) GROW conversations with your manager. These workshops will be offered for free in the coming months! The topics can range from your performance and achievements to well-being or development. The workshop will help you clarify and communicate your wishes and needs. For more information and to sign up, visit Groei in gesprek: Develop your conversation skills according to the GROW principles - Leiden University.