Mentoring Using a Coaching Approach

The Mentoring Funnel – Framework 3

Start broadly with check-ins and trust-building, then narrow down to specific issues, self-awareness, possibilities, and action planning. Here is a summary of the steps!

1. Check-In: Begin with a general discussion to build rapport and trust.
2. Focus: Narrow down to specific topics the mentee wants to address.
3. Self-Awareness: Encourage mentees to reflect on their thoughts and feelings about the issue.
4. Possibilities: Explore potential solutions and strategies.
5. Action Planning: Develop a concrete plan for the mentee to implement.

Step 1: General Check-In

The check-in phase sets the tone for the mentoring session. It’s an opportunity to establish rapport, build trust, and create a comfortable environment for open communication. Here’s how you can begin the session!

Open-Ended Questions: Begin with broad, open-ended questions that invite the mentee to share their current state.

For example, “How have you been since our last meeting?” or “What’s been on your mind lately?”

Active Listening: Practice active listening by giving your full attention to the mentee, making eye contact, and nodding to show understanding. Avoid interrupting and allow them to express their thoughts fully.

Empathy and Validation: Show empathy and validate their experiences. Acknowledge their feelings and provide reassurance.

Statements like “That sounds challenging” or “I can understand why you feel that way” can help build trust.

Summarise and Reflect: Summarise what the mentee has shared and reflect back to ensure understanding.

This demonstrates that you are engaged and helps clarify their thoughts. For example, “So, it sounds like you’ve been dealing with xyz, is that correct?”

Step 2: Narrowing Focus

Once the general check-in is complete, it’s time to narrow the focus to specific topics or issues the mentee wants to address. This helps create a more structured and productive conversation.

Here’s how to approach this step:

Identify Main Concerns: Ask the mentee to identify the main concerns or goals they want to discuss.

Questions like “What would you like to focus on today?” or “What’s the most pressing issue you’re facing?” can help narrow the focus.

Prioritise Issues: If the mentee has multiple concerns, help them prioritize which ones to address first. Use techniques like ranking or rating to determine the most important topics.

For example, “On a scale of 1 to 10, how important is this issue to you?”

Set Clear Objectives: Work with the mentee to set clear objectives for the session. Define what they hope to achieve by the end of the conversation. This helps ensure that the discussion remains focused and goal-oriented.

Step 3: Building Self-Awareness

In this step, the focus is on helping the mentee build self-awareness by reflecting on their thoughts, feelings, and behaviors related to the issue. This deeper understanding can lead to more effective problem-solving. Here’s how to facilitate this process:

Reflective Questions: Ask reflective questions that encourage the mentee to explore their thoughts and feelings. For example, “How do you feel about this situation?” or “What thoughts come to mind when you think about this issue?”

Identify Patterns: Help the mentee identify patterns or recurring themes in their experiences. This can reveal underlying beliefs or behaviors that may be influencing the situation. For example, “Have you noticed any patterns in how you respond to similar situations?”

Explore Motivations: Discuss the mentee’s motivations and goals related to the issue. Understanding why they want to address the issue can provide valuable insights. For example, “What’s motivating you to make this change?” or “What do you hope to achieve by resolving this issue?”

Step 4: Exploring Possibilities

With a deeper understanding of the issue, it’s time to explore potential solutions and strategies. This step encourages creative thinking and considers various perspectives.

Here’s how to guide this exploration:
Brainstorm Solutions: Encourage the mentee to brainstorm a wide range of possible solutions. Use techniques like mind mapping or free association to generate ideas. Avoid judgment and create a safe space for all suggestions.

Consider Pros and Cons: Evaluate the potential pros and cons of each solution. Discuss the potential outcomes and implications of each option. This helps the mentee make informed decisions.

Encourage Creativity: Encourage the mentee to think creatively and consider unconventional solutions. Ask questions like “What’s a completely different approach you could take?” or “How might you think outside the box?”

Step 5: Developing Action Plans

The final step is to develop a concrete action plan that outlines the steps the mentee will take to implement the chosen solution.

This plan should be specific, measurable, achievable, relevant, and time-bound (SMART). Here’s how to create an effective action plan:

Define Specific Steps: Break down the chosen solution into specific, actionable steps. Ensure that each step is clear and manageable. For example, “The first step is to schedule a meeting with your supervisor to discuss your concerns.”

Set Deadlines: Establish realistic deadlines for each step. This helps create a sense of urgency and accountability. For example, “Let’s set a deadline for scheduling the meeting by the end of this week.”

Identify Resources: Identify any resources or support the mentee may need to complete the action plan. This could include additional training, access to tools, or seeking advice from others.

For example, “Do you need any specific resources to prepare for the meeting?”

Monitor Progress: Plan regular check-ins to monitor progress and provide ongoing support. This helps ensure that the mentee stays on track and can address any challenges that arise.

For example, “Let’s schedule a follow-up meeting in two weeks to review your progress.”