Mentoring Template
Mentoring Template
Mentoring Template
Design Document
Design Document – Mentoring Template
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Table of Contents
Project Description 2
Project Goals 2
Learning Outcomes 3
Success Criteria 3
Key Users 4
Assessments 5
Content 7
To Consider 11
Appendices 12
Appendix 1 12
Appendix 2 12
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Mentoring Template
Project Description
The mentoring template is a generic mentoring program that can be used/adjusted to fit as
many mentoring programs as possible over a range of durations.
The goal setting and refinement framework used in the program is called GROW and both
students and mentors will respond to this framework throughout. GROW is an established and
popular coaching tool in order to elicit a structured and participant driven approach to goal
setting.
Additionally, Mentoring supports the growth of important 21st Century Skills for the mentee
participants. This learning can enable students to close the skill gap widely seen in graduates
entering into employment in our rapidly changing and technology-centred world. From The
World Economic Forum (WEF) list of sixteen 21st Century skills (Appendix 1) in New Vision for
Education (2015), the following skills are self-assessed and developed throughout the
mentoring program: Initiative, Communication, Persistence/Grit, Adaptability, Critical
Thinking/Problem Solving.
The program design is structured according to Kolb’s theory for Experiential Learning
(Appendix 2); the program guides them through the cyclical planning, execution, reflection
and feedback elements that typify this experiential learning cycle. Supported by learning
content, participants apply a series of reflection activities throughout this program, which is an
essential building block of experiential learning (Kolb, 1984). By embedding this pedagogical
approach into the learning design, this program provides an integrated learning experience
for participants that not only addresses essential 21st Century skills but also facilitates reflective
and feedback-informed practice.
Project Goals
The aim of this project is to facilitate and support the participant-mentor relationship and
experiential learning with reflection over the period of mentorship. Mentees can set goals and
evaluate their performance and progress supported by their mentor and in-built learning
content. They also apply critical feedback in order to reflect and refine their goals.
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Learning Outcomes
Success Criteria
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Key Users
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Assessments
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Content
The following are the major components of the program with increased detail in the tables:
● GROW Framework: The GROW framework is a tried and tested model to structure
coaching/mentoring sessions.
The power of the GROW model is that it leads to a clearly defined end result through
four phases: Goal, Current Reality, Obstacles/Options, Way Forward/Will. The coachee
is personally active in identifying problems and generating ideas for solutions.
The GROW coaching model stands for learning through experience: reflection, insight,
making choices and pursuing them.
Practera supplies supportive GROW content for both mentors and mentees.
● Collaborative Project Learning (Self & Learning) content (Practera supplied)
This content can be provided in multiple videos that are open source and feature
Practera CEO, Beau Leese. All transcripts are available if you would like to reshoot or
repurpose the material.
Element Description Models
Self Help learners develop self awareness to be able to Self Awareness,
identify strengths, weaknesses and blind spots of their Self Management,
professional personality, then apply self management Leading Self
to proactively develop their knowledge, skills and
abilities.
Learning Help learners understand the value of and apply the Kolb’s Experiential
experiential learning cycle to deepen knowledge, skill Learning cycle.
and ability (KSA) acquisition from an applied learning Bain’s 5R’s
experience. Reflection
Framework
Goal This is the stage where participants are coming up with The GROW Model
the outcome they will ideally achieve by the end of the
project. This is driven by questions such as:
● What do you want to get out of this program?
● What behaviour do you want to change?
● What outcome do you want to see?
● What is the ideal situation?
This topic is supported by content about SMART targets,
encouraging mentees to set goals that are Specific,
Measurable, Attainable, Relevant and Time Based.
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Current In the second stage of the GROW model, students The GROW Model
Reality need to establish what the current reality is and the
problem that they need to solve in order to achieve
their goal.
Mentees would answer such questions as:
● What is happening now (what, who, when, and
how often?) and what is the effect of this?
● Have you already taken steps towards your
goals?
● Does this goal conflict with any other objectives?
Options In the third stage of the GROW model, mentees need The GROW Model
to establish possible options they can explore to
achieve their goal.
Mentees need to generate as many options as
possible. In order to do this, their mentors will ask them
questions such as:
● What else could you do?
● What are the advantages and disadvantages of
each option?
● What obstacles stand in your way?
● What if this or that constraint were removed?
Would that change things?
Will This is the stage at which mentees start committing to The GROW Model
what they’re actually going to do to achieve their goal.
● What are you going to do now? What else and
by when?
● How can you keep yourself motivated?
● When and how often will you review progress?
● How will you get support if you need it?
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Here’s a high-level overview of how this course design could flow on Practera:
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To Consider
● Which questions would you like to ask throughout the program and how often (fast
feedback)? These can be configured to be any question with any answer that helps to
“pulse check” and monitor progress throughout the cohort in the pie charts on your
dashboard. Here’s an example:
o Student - Are you on track to achieve your goal? (Yes/No)
o Student - Have you met with your mentor in the past 7 days (Yes/No)
o Student - Which stage to you think you are at?
(Forming/Storming/Norming/Performing)
o Mentor - Is your mentee on track (Yes/No)
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Appendices
Appendix 1
Appendix 2
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