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Mentoring Models

There are several mentoring models you can follow to get the most out of your relationship. Below are some examples including the GROW and OSKAR models. 


Rembember,
whichever model you choose it is key to record mentoring activities, including SMART objectives, what actions need to be completed to achieve the goal with a specific time scale and the resources required.

The GROW Model

The GROW model is a powerful and successful tool to highlight an individual’s potential through a series of conversations first to invite self-assessment and then to set clear goals. The model increases an individual’s awareness and drives motivation and confidence.

GOAL

Objective:

Defining the Goal.

Set SMART objectives (Specific, Measurable, Achievable, Realistic, Timely)

Strategy:

Mentee – Establish what you want to be coached on

Mentor – Ask questions to establish what the mentee wants to achieve

REALITY

Objective:

Assess the current situation

Strategy:

Mentee – articulate the ‘here and now’, assess the situation

Mentor – Establish the reality of the situation(s) today. Focus on the impact of the issue on the mentee

OPTIONS

Objective:

Generating ideas to contribute to solving the problem and exploring the resources available. Determine the options.

Strategy:

Open discussion/ideas generated

Go for quantity of options over quality at first (you can evaluate options later)

WAY
FORWARD

Objective:

Agree on action and commit

Strategy:

Mentee – commit to specific actions

Mentor – Ensure actions support the goal and are specific and measurable. Offer a challenge to push things further. Motivate!


The OSKAR Model

The aim of the OSKAR model is to move the mentee’ focus away from problems and towards solutions.

OUTCOME

Objective:

What is the outcome?

Strategy:

Mentee - What do you want to achieve?

Mentor – get more details about the outcome & help the mentee to visualise the future perfect

SCALE

Objective:

Establish the current situation and where on the scale the mentee is in terms of achieving the outcome

Strategy:

Mentee – assess the ‘here and now’

Mentor – Ask questions, encourage thinking

KNOW-HOW

Objective:

Self-assessment

Strategy:

Mentee – think about current skills set and knowledge

Mentor – Facilitate discussion to enable the mentee to visualise their current knowledge and skill set. Provide feedback. Share own experiences to support learning and development

AFFIRM & ACTION

Objective:

Agree actions to help move forward towards achieving the outcome

Strategy:

Mentee- establish key strengths and agree actions

Mentor- Provide positive reinforcement about the mentees key strengths, encourage thinking and agree setting of actions

REVIEW

Objective:

Review progress against agreed actions

Strategy:

Mentee – go back to the scale. Where are you now? What are your next steps?

Mentor – invite mentee to reflect. What has improved? Plan together and agree next steps.