arhumn.

GILBERT’S PHARMACY / A 2026 LEARNING DESIGN EXPLORATION

Better conversations.
Stronger teams.

A coaching model becomes a conversation
you can practise, reflect on and take into work.

Step into the scenario ↗
Gilbert’sTEAM LEARNING / COACHING WITH GROW

Make space
for a better
conversation.

Listen with curiosity.
Find a way forward, together.

A SCENARIO-LED LEARNING CONCEPT01 — 04
Illustrative scene of two pharmacy colleagues having a supportive coaching conversation
“What would progress
look like for you?”
ORIGINAL PROJECT

GROW coaching course for managers

2026 EXTENSION

Scenario practice + reflection + job aid

CONTEXT

Portfolio concept · No learning outcomes measured

01 / THE LEARNING OPPORTUNITY

Knowing the model.
Using it in the moment.

A manager may remember what GROW stands for. Choosing a useful question in a real conversation is a different task.

Arhum’s original challenge submission teaches the GROW model through Gilbert’s core values. This proposed extension gives managers a safe place to choose a response, see why it helps, and practise the next step.

The fictional scenario below focuses on team communication. It introduces no patient-care advice or invented organisational policies.

02 / A SIMPLE LEARNING PATH

Four stages. One conversation.

G01 / GOAL

Find the destination.

Help the colleague describe the change they want.

R02 / REALITY

Understand today.

Explore what is happening before offering a solution.

O03 / OPTIONS

Open possibilities.

Invite ideas and leave room for the colleague’s own approach.

W04 / WAY FORWARD

Agree a next step.

Turn the conversation into a specific action and check-in.

03 / INTERACTIVE PRACTICE

A little listening.
A different outcome.

Choose a response at each stage.
Feedback explains the coaching decision.

Gilbert’sCOACHING CONVERSATIONS / PRACTICE

What would you ask next?

04 / WHY THIS FORMAT

Make a choice.
Understand the reason.

One decision at a time.

A short scenario reduces the amount to hold in mind and focuses attention on the question being asked.

Feedback that teaches.

Every response includes an explanation. Learners can compare alternatives before moving forward.

A bridge into practice.

A personal reflection and compact conversation guide connect the exercise to a future coaching discussion.

05 / FROM SCREEN TO CONVERSATION

A small guide.
A useful starting point.

Four prompts to keep nearby.
Adapt the language to the person and situation.

Gilbert’sCONVERSATION GUIDE

Listen first.
Grow together.

G / GOAL
What would you like to achieve?
R / REALITY
What is happening at the moment?
O / OPTIONS
What approaches could you try?
W / WAY FORWARD
What will you do, and when will we check in?

Ask. Listen. Make space.
A coaching conversation is a dialogue, not a checklist.

PORTFOLIO LEARNING CONCEPT / 2026

06 / ORIGINAL → REVISITED

The same purpose.
A more participatory experience.

Original Gilbert’s Pharmacy course introduction: Coaching for Better Patient Conversations, the GROW model
ORIGINAL COURSE / ARHUM KHAN’S PORTFOLIO

The original course is the foundation. This extension brings the coaching conversation into the foreground.

The red signature informs a warmer burgundy-and-ivory interface. Clear progress, readable choices and explanatory feedback carry the learning experience.

Original submission: E-learning Designer’s Academy monthly challenge. Listed tools: Mindsmith, Adobe Illustrator and Adobe Photoshop. The new scenario, interface and guide are proposed portfolio work, not an official pharmacy rebrand.

NEXT / EVALUATE THE LEARNING

Does the practice
change the next question?

A future evaluation could ask managers to respond to a new scenario, explain their choices, and reflect on applying the prompts at work. No evaluation results are claimed here.