How can you use the GROW, OSCAR, or CLEAR coaching models to mentor effectively?

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Mentoring is a powerful way to support someone's personal and professional growth. As a mentor, you can help your mentee set and achieve their goals, overcome challenges, and develop new skills. But how do you structure your mentoring sessions to make them effective and engaging? One way is to use a coaching model, which is a framework that guides you and your mentee through a series of questions and actions. In this article, we'll explore three popular coaching models that you can use to mentor effectively: GROW, OSCAR, and CLEAR.

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Scott Arbuthnot

Leadership Consultant, Executive Coach & LeadershipOnline Community Host
Bukola Seun-Oloruntuga

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1 GROW model

The GROW model is one of the most widely used coaching models in the world, standing for Goal, Reality, Options, and Will. It is designed to help mentees clarify their goal, assess their current reality, explore their options, and commit to their will. To mentor effectively using the GROW model, you should ask your mentee what they want to achieve or learn and help them define a SMART goal that is clear and motivating. Additionally, encourage them to be honest and realistic about their situation when assessing their strengths, weaknesses, opportunities, and threats. When exploring options, it is important to be creative and open-minded while brainstorming and evaluating different alternatives. Finally, help them choose the best option and plan the next steps while also encouraging them to be committed and accountable.

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Bukola Seun-Oloruntuga

Let's partner to unlock your team’s potential, increase their productivity and drive innovation for your business growth. Leadership Development | Talent Optimization | | Coach | Speaker | Trainer | Lawyer
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As a coach who favours the GROW coaching model, this is how I would recommend it be used for mentoring: 1. work your mentee to create SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. 2. Encourage them to assess their current reality such as their strengths, weaknesses, opportunities, and threats (SWOT analysis) and how they impact the goals set. 3. Encourage your mentee to brainstorm ideas and explore different approaches to overcome the challenges or seize opportunities identified. 4. Work with them to create a roadmap to help them move from their current reality to their desired future. 5. Establish a system for regular check-ins and monitoring progress to help keep them on track.

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2 OSCAR model

The OSCAR model is a popular coaching model that is similar to the GROW model, but with some variations. It stands for Outcome, Situation, Choices, Actions, and Review. This model is used to help mentees focus on their desired outcome, understand their current situation, make informed choices, take effective actions, and review their progress. When using the OSCAR model to mentor effectively, you should ask your mentee about their desired outcome and help them define a clear and positive one. Then ask them what is happening now and encourage them to be aware and curious. Next, ask them what they could do to achieve their outcome and help them generate realistic choices. After that, help them create a SMART action plan and encourage them to be proactive and responsible for their actions. Finally, ask your mentee how they are doing and encourage them to be reflective and adaptive about their review.

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3 CLEAR model

The CLEAR model is a coaching model that assists mentees in developing their self-awareness, emotional intelligence, and resilience. It stands for Contracting, Listening, Exploring, Action, and Review. The aim of the model is to help mentees build a trusting relationship, listen actively, explore deeply, act intentionally, and review constructively. To mentor effectively with the CLEAR model, you can start by asking your mentee what they want from the mentoring relationship. This helps them set expectations and goals for the sessions. You should also ask open-ended questions to help them express their thoughts and feelings. Additionally, you should ask probing questions to help them uncover insights and assumptions. Furthermore, you can help them identify and prioritize their actions. Finally, you can help them celebrate their successes and learn from their failures.

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4 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?

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Scott Arbuthnot

Leadership Consultant, Executive Coach & LeadershipOnline Community Host
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1) Use more models. From the Oxford Review (March 2018): “Coaches who have cognitive access to five or more models of coaching, have significantly better outcomes than those that have access to few models of coaching”. Quoted from “Executive Coaching and its outcomes: What the research actually says”. 2) Use models less. Follow the interests and preferences of your partner-client and allow natural and emergent conversation. Models are OK for hindsight review. Not for driving the process”.

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How can you use the GROW, OSCAR, or CLEAR coaching models to mentor effectively?

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How can you use the GROW, OSCAR, or CLEAR coaching models to mentor effectively?

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