GROW Model of Mentoring
To support the information on managing the mentoring process, the following GROW model can
be used to develop a practical approach to the mentoring session.
The model will help the mentor prepare for the session, and will provide a useful structure to the
discussion. A number of questions have been provided at each stage of the model, however they
are suggested questions only, and it is important to adapt them to your own style to ensure an
effective mentoring session. Each mentoring session should work through each part of the
GROW process.
The GROW mentoring model will help the mentee to identify career goals, and options to move
towards their goal, and importantly to discuss what might need to change to allow this to occur.
GOALS
REALITY
OPTIONS
WRAP UP
Using the GROW Model of Mentoring
GOALS
Set goals, write them down, and establish what person wants out of the session
What do you want to achieve out of this mentoring session/ relationship?
What are the goals you want to achieve? (Make sure the goals are SMART i.e. specific,
measurable, action oriented, realistic, time limited)
What do you hope to achieve through this goal?
What would make this goal even more meaningful for you?
Which of your values do you need to consider when setting this goal?
On a scale from 1 to 10 how committed are you to this goal?
What are the expectations of others?
Who else needs to know about your goal? How will you inform them?
REALITY
Let them tell their story, invite self-assessment, what’s happening, when does this happen, what
effect does it have, other factors.
What is the context of the current situation? Tell me what is happening in regard to this
goal at the moment.
Tell me some more about that…
What has stopped you from reaching this goal in the past?
Do you know anyone who has achieved that goal?
What can you learn from them?
On a scale from 1 to 10 how severe/serious/urgent… is the situation?
OPTIONS
Brainstorm options, ask – don’t tell, empower, ensure choice, how can you move toward the
goal, what has worked in the past.
What could you do as a first step?
What else could you do?
What would happen if you did nothing?
What has worked for you in the past?
How could you do more of what works for you?
Who can support you in making this change?
How could you redesign your work environment to support you in implementing this
goal?
What could you change or eliminate in your environment that is holding you back?
What are the costs and benefits of this goal?
WRAP UP
Identify specific steps and any obstacles, write action plan
Where does this goal fit in with your personal priorities at the moment?
What obstacles do you expect to meet? How will you overcome them?
What steps do you need to take to achieve this?
What are you going to do?
How can I help you in moving forward?
Working with the Mentee’s “Stage of Change”
Stage of
Change
PreContemplation
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How to identify
What can you do
(if mentee is in this stage)
(to move mentee through the stages)
Happy with the way things are
No concerns
Don’t want change – don’t see the
need for change
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Contemplation
Determination
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Action
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In two minds.
Uncomfortable, in a dilemma
Weighing the pros and cons of
change versus staying the same
Swing between the two views
Feel discouraged about change
Barriers seem too great
Disadvantages outweigh advantages
Feel like they need to do something
about it
Advantages of change now
outweigh disadvantages
Formulating decision about what to
change
May experience anxiety and
trepidation, mixed with excitement
and hope
Becoming committed to the change
Taking action to implement changes
Using strategies to make the change
Wanting support and
encouragement in making changes.
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Raise awareness
Ask questions e.g. Do you have any
concerns at all in this area
Encourage mentee to keep an open
mind, be aware of feedback of others
Ask questions about ways the mentee
has dealt with changes in this area in the
past and then not successfully
implemented change. Why did this
happen?
Realise ambivalence is normal
Don’t avoid the uncomfortable feeling –
explore the reasons for it
Weigh up the pros and cons of change
vs staying the same
Do not pressure your mentee into
making a decision before they are ready.
Do not encourage action prematurely
Ask questions to assist mentee be
specific about their decision; “what
exactly is it that you want to change?”
Write it down, then move on to Action
stage to support the decision
Do things to increase chances of a
positive outcome and feelings of
effectiveness.
Set up support systems
Encourage action, Don’t just talk about
it, do it
Develop strategies to try and keep
adding to them
Monitor progress and make adjustments
as necessary
Encourage mentee to enlist the help of
others
Praise and encourage mentee
Maintenance
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Relapse
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The changes have now become
more natural and easier
A new habit/ pattern has been
established
Don’t have to be actively managing
the change but are still committed to
the changes.
The new way has become difficult
and a slip up has occurred to old
ways
Often feel bad but may be enjoying
it as well
Often feeling very guilty
Can lose confidence in the process
of change if you don’t get back on
track quickly
May have lost sight of the original
reasons for the change and need to
reestablish these reasons
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Continue to monitor progress
Revisit original goals, adjust or set new
ones.
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Acknowledge relapse as a normal part of
the process
Don’t indulge in blame and allow selfdefeating attitudes
Constructively problem-solve by
considering what can be learnt through
the relapse and consi8dering what could
be don’t differently next time.
Revisit Contemplation stage and decide
on reasons for change
Recommit to the change/ goal
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Mentoring Template
What are the Mentoring BASICS
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Regularly Scheduled
Never Missed
Primary Focus is on mentee
Notes and Follow Up Critical
WHY Do We Do Our Mentoring Sessions
Coaching Sessions are Sacred – Good
Leaders Never Miss Them
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You Want to Share your Knowledge
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Take Personal Interest in Mentee’s Development
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Offer Support, challenge patience, enthusiasm and
guidance.
WHOM Do Managers Mentor? Your Assigned Mentees.
Where Do We Conduct Mentoring Sessions?
Preferably NOT IN PUBLIC
If you are planning on doing it outside your office, then in an area that is private enough
Could be over a meal but you have to figure out how you are capturing notes.
What Do We Do and HOW Do We Do It?
How Long? Scheduled 60 mins –
Minimum 30 minutes
Up to 10 Mins Intro/Asking Questions
Up to 10 Mins Discuss Session’s Topic (Mentee first then you)
Next 10 Mins close with a WOW (Words of Wisdom) confirm
Next session’s topic.
How Do I PREPARE?
Ask yourself these simple questions:
 What do my follow up notes say I need to check on? That I committed to following up? Which
notes should I make now? Which questions am I leading off with for this session?
 What do I need to be sure to communicate at this session? What new knowledge/behaviour or skill
of his/hers am I focusing on? What projects or work are they involved in? What organizational
issues/news/efforts can I share? What meetings have I just attended – what did I learn? Are there
common items that I can share with all mentees – that reinforces what the organization wants to
disseminate?
 What positive information can I share?
 What feedback (if any) did I gather that I am going to follow up with?
 Is there anything that requires preparation for things beyond our meeting? Information on
programs, resource, activity or person would be helpful to their development? Etc
 What can I teach them that will help them?
What Are Some Effective Questions I Can Ask?
Tell me about what you’ve been working on?
Tell me about your month – what’s it been like?
Tell me about your family/weekend/activities?
Tell me about anything you stumbled over.
Would you update me on Project X?
Are you on track to meet the deadline?
What are your thoughts about this session’s topic?
What areas are going well?
What areas of your work are you confident about?
What worries you?
What suggestions do you have?
What questions do you have about this
announcement?
Where do you think I can be most helpful today?
How are you going to approach this?
What are your thoughts on new changes?
What do you think about …?
So, you told me you were going to do “X” by
(date), how did that go?
How do you think you can do x better?
What are your future goals in this area?
What are your plans to get there?
What can you/we do differently next time?
Tell me what you learnt from last session