ABSTRACT
One of the difficulties in carrying out an effective workplace incident investigation is deciding who should be involved in the investigation team. Ensuring all members are participating, while minimizing hindsight bias, following the method process and generally keeping the team functioning are all roles for the investigation facilitator. Facilitation is an art that eases a process, that lubricates the wheels of logic, and that helps the investigation team be the best it can be. Coaching styles can range from the more 'directive' approaches of telling, instructing or giving advice through guidance and feedback, to making suggestions in a more 'non-directive' style – that is asking questions to focus, raise awareness and listen to understand. A common coaching style uses the GROW model and is one that lends itself to use during incident investigations. The two elements of the GROW model that are most useful to us during an incident investigation are the Reality element and the Options element.
