How do you adapt coaching and mentoring models?

1 GROW model

The GROW model is a simple and effective framework for coaching that helps you structure your conversations around four key stages: Goal, Reality, Options, and Will. The goal is to clarify what the coachee wants to achieve, the reality is to assess their current situation and challenges, the options are to brainstorm possible solutions and actions, and the will is to commit to a plan and follow up. You can adapt the GROW model by adjusting the amount of time and attention you spend on each stage, depending on the coachee's readiness, motivation, and urgency. For example, if the coachee is clear about their goal but unsure about their options, you can focus more on exploring different scenarios and strategies with them.

2 Situational leadership

Situational leadership is a model of mentoring that helps you adapt your style and level of support to the mentee's development level and needs. The model identifies four stages of development: D1 (enthusiastic beginner), D2 (disillusioned learner), D3 (capable but cautious performer), and D4 (self-reliant achiever). Depending on the stage, you can use one of four mentoring styles: S1 (directing), S2 (coaching), S3 (supporting), or S4 (delegating). You can adapt situational leadership by assessing the mentee's competence and confidence in each task or skill, and choosing the appropriate style to guide them. For example, if the mentee is new to a task and lacks confidence, you can use a directing style to provide clear instructions and feedback.

3 STAR model

The STAR model is a framework for coaching that helps you elicit the coachee's strengths, triggers, aspirations, and results. The strengths are the coachee's natural talents and abilities, the triggers are the factors that motivate or demotivate them, the aspirations are their personal and professional goals and values, and the results are the outcomes they want to achieve and measure. You can adapt the STAR model by using different types of questions and techniques to explore each element with the coachee. For example, you can use appreciative inquiry to identify their strengths, emotional intelligence to understand their triggers, visioning to clarify their aspirations, and SMART goals to define their results.

4 3C model

The 3C model is a framework for mentoring that helps you build a trusting and supportive relationship with the mentee based on three components: context, content, and connection. The context is the background and situation of the mentee, the content is the knowledge and skills they need to learn, and the connection is the rapport and communication you establish with them. You can adapt the 3C model by varying the focus and balance of each component, depending on the mentee's stage and needs. For example, if the mentee is new to the organization or role, you can emphasize the context and help them understand the culture, expectations, and challenges. If the mentee is experienced but wants to improve their performance, you can emphasize the content and share your expertise, tips, and feedback.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?