Page 19 - Workbased Training COREL test 8.cdr

4. Mentoring

5. Methods for training employees/ On the job training methods
a. The GROW model of mentoring

The GROW model (or process) is a simple method for goal setting and problem
solving. The GROW model is a simple approach for structuring mentoring and
coaching. It can be used for several situations and provides a framework for your
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conversations.
G Goals The goal is the end, where the person wants to be. The goal must be defined in such
a way that it is very clear when they have achieved it.

R Reality The current reality is where they are now. What are the issues and challenges, how
far are they away from their goal?

Obstacles There will be obstacles stopping then getting from where they are now to where
they want to go. If there were no obstacles, they would already have reached their
O goal.
Once obstacles have been identified, they need to find ways of dealing with them if
they are to make progress. These are the options.
Options
Way The options then need to be converted into action steps which will take them to their
forward goal. These are the way forward.
W
How likely is the person to do what they say they will? How can the likelihood of
this be increased?
Will

During the first stage of the process, the goal is the priority. Once a topic for
discussion is agreed, specific outcomes and objectives should be discussed by the
coach/mentor and the client/mentee/pupil. These may be short term goals, or –
when appropriate, and a clear path to the outcome can be agreed – they may be
long term aims. Goals should be SMART: Specific, Measurable, Accurate, Realistic
and Timely. The goal should also be inspirational and positive, whilst being
challenging and requiring them to stretch themselves and their abilities to achieve
it.
During the second stage of the process, both coach and mentee outline and
discuss the current reality of the situation using a variety of different methods and
techniques. The coach may invite the client to assess their own situation before
offering their own advice or specific feedback on the current scenario and
4. Mentoring obstacles faced. The focus should be on the client, and the coach should be looking
to identify potential in the situation, rather than problems. They should examine
any assumptions made by the client with regards to their reality and outlook on
future goals and discard any history or events that are irrelevant to the goals at
hand.

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