The Difference Is In The Learning
Grid has a unique methodology for learning. The merging of theory and practice delivers a self convincing “Power to Change” for each individual.
True, lasting, and meaningful change occurs only when the fundamental values and attitudes that influence behaviour are addressed. Grid provides individuals the opportunity to transform ineffective and ingrained patterns of behaviour into productive and dynamic action by shifting the responsibility for learning and change from experts or “teachers” directly to the hands of the participants.
How The Grid Approach Works
Dramatically condenses the time frame over which change is achieved. Individuals gain insight while practising new ways – a reinforcing cycle.
The first step in sustaining organisation change is personal insight about the need and direction of individual change. The Grid process consistently identifies a significant increase in the need and desire to change. Before Grid, 6% see they need to change, after Grid it is 70%. Seeing yourselves as others see you is a great motivator.
Each process is designed to ensure that what should happen does happen. Changes in individual and team behaviour are integrated into the accomplishment of results so that doing real work differently, supported by coaching, builds new skills, habits and increased performance.
- Cultivates a Climate for Feedback
Each activity fosters new ways of doing rather than being simply forums for interesting discussions. Action learning takes place within and between each activity. Ongoing critique of both behaviour and results is integral to learning – mutual respect and ongoing support is heightened as a result of face-to-face feedback from peers.
Shifts in individual leadership practice and the organisation impact are measured throughout the process. Taking stock frequently allows learning from setbacks, builds resilience and reinforces and acknowledges positive achievements.
"The Grid Difference," by Rachel McKee
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