Why Your Mentor Isn’t Helping: 5 Coaching Frameworks Every Mentee Should Demand
Don’t settle for generic advice—demand a mentor who transforms potential into results.
Top 5 Coaching Frameworks Every Mentor Should Master
Great mentorship isn’t about giving answers—it’s about asking the right questions and guiding others to find their own solutions. Over the years, I’ve found that successful coaching relies on frameworks that provide structure while leaving room for flexibility. Let me share the top five coaching frameworks I believe every mentor should master, along with real stories that demonstrate their impact.
You must demand a mentor who transforms potential into results
GROW Model
The GROW model—Goal, Reality, Options, and Way forward—is a classic for a reason. I remember coaching Sarah, a young professional overwhelmed by too many career options. She wanted to switch industries but didn’t know where to start. We began by defining her goal: to transition into tech within six months. Then, we explored her reality—her current skills and experience weren’t aligned with the roles she wanted. Next, we brainstormed options, from taking online courses to leveraging her network. Finally, we set actionable steps. By breaking the process into these clear phases, Sarah gained focus and confidence. Six months later, she landed a role in her dream industry.
Situational Leadership
One size does not fit all in coaching. The Situational Leadership framework emphasizes adapting your approach based on the individual’s development level. Take Raj, for example, a mentee who was new to management. At first, he needed clear direction and hands-on guidance. But as he grew more comfortable, my role shifted to providing support and encouragement. Eventually, he became highly competent and needed little intervention. Understanding when to lead, coach, or delegate is crucial to empowering mentees at every stage of their growth.
Solution-Focused Coaching
Sometimes, people get stuck focusing on problems instead of possibilities. I remember working with Elena, who was frustrated by a difficult boss. Instead of dwelling on what wasn’t working, I used solution-focused coaching to shift her perspective. I asked, “What would a successful relationship with your boss look like?” That simple question opened a floodgate of ideas. She identified actions she could take to improve communication and align on expectations. Within weeks, her relationship with her boss improved, and her overall performance soared. Focusing on solutions unlocks progress.
Feedback Framework
Constructive feedback can make or break a coaching relationship. I use a simple framework: Start with strengths, address areas for improvement, and end with encouragement. One mentee, James, struggled with public speaking. After a presentation, I told him, “You explained the concepts clearly, which shows your strong understanding. One area to improve is maintaining eye contact—it will make you more engaging. I know you have what it takes to captivate an audience with a little practice.” This balanced feedback motivated James to work on his weaknesses without feeling discouraged. He later gave a stellar presentation that earned praise from his team.
Growth Mindset Coaching
Carol Dweck’s growth mindset principles have profoundly shaped how I mentor. I worked with Maria, a mentee who believed she wasn’t good at coding. She often said, “I’m just not cut out for this.” I reframed her thinking by emphasizing progress over perfection. “You’re not there yet,” I told her, “but every mistake you make is teaching you something new.” Over time, Maria started to embrace challenges as opportunities to grow. She persisted, practiced, and eventually excelled. Encouraging a growth mindset helps people see failure as a stepping stone to success.
Each of these frameworks has its strengths, but what they all share is a focus on guiding people to their own insights and solutions. Mentorship isn’t about being the hero of someone’s story—it’s about helping them become the hero of their own.
Mastering these coaching frameworks doesn’t just make you a better mentor. It transforms the people you mentor, helping them achieve results they never thought possible. The real measure of success in mentorship is the impact you leave on others, and these frameworks provide the foundation for that impact. Start mastering them today and watch the ripple effect unfold.
What are you waiting for? Take action. Now.
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