M2.04 Conducting the mentoring process
2. Mentoring using the GROW model
The GROW model is a good way to structure a meeting with your mentee. You can either start with the goal or work logically through the model or you can move the model around, starting with the reality and then the goal, if this works best. Remember to always finish with the way forward and ensure that this is set and owned by the mentee. The model is outlined below.
GROW Model (Manchester Metropolitan University)
Goal – Get the mentee to focus on the future and on what THEY want to achieve as an individual. It is not where you think they should be aiming.
Reality – Ask questions to help the mentee establish where they are now. If you work with the individual directly you may need to give feedback on actual performance. Encourage the individual to get feedback on their performance from their direct line manager if you do not work with them directly as this will help them to identify their current reality.
Options – help the mentee to identify what different options are open to them and ask questions to help them explore the reality of each of these options. Share your own experiences if the mentee is struggling to identify sufficient options and beware of being too directive.
Way Forward – Encourage the mentee to design an action plan which they have set and encourage them to set SMART (Specific, Measurable, Achievable, Results-focused, Time-bound) objectives, objectives that are specific, measurable, achievable and realistic for the mentee in their current position and that have clear timescales attached.
SMART stands for:
1. Specific – Objectives should specify what they want to achieve.
2. Measurable – You should be able to measure whether you are meeting the objectives or not.
3. Achievable - Are the objectives you set, achievable and attainable?
4. Realistic – Can you realistically achieve the objectives with the resources you have?
5. Time – When do you want to achieve the set objectives?