top of page

Setting Goals in Mentoring – From GROW to Goal Dimensioning

  • Writer: Jakub Oleksy
    Jakub Oleksy
  • Nov 18
  • 3 min read

Every mentoring process begins with a simple yet powerful question: “Why are we here?”Without a clearly defined goal, meetings can quickly turn into unstructured conversations — pleasant, but directionless.And mentoring, at its core, is a journey. To move forward, both mentor and mentee need to know where they’re heading.

That’s why one of the most important steps in mentoring is defining the goal precisely. Not through artificial formulas, but through real questions — ones that reveal needs, values, and expectations.

The GROW model – a classic that works

The most widely used tool for goal-setting in mentoring and coaching is the GROW model, developed by John Whitmore.It’s a simple, structured conversation flow that moves from the general to the specific:

  • Goal – What do you want to achieve? Why? How will you know it’s done?

  • Reality – Where are you now? What’s the current situation?

  • Options – What are the possible ways forward? What could you do differently?

  • Will – What’s the first step? What will you do, specifically and when?

With GROW, the goal stops being a vague statement — it gains context, clarity, and an action plan.

Goal dimensioning – because SMART isn’t enough

Another useful approach is goal dimensioning — an evolution of the popular SMART model.It expands goal-setting beyond precision and measurability to include values, context, and real-life impact.

A well-defined goal should be:

  1. Positively framed – “I want to learn to lead presentations” instead of “I don’t want to feel stressed when presenting.”

  2. Specific and measurable – “I will deliver three internal presentations this month.”

  3. Time-bound – with a clear date or time frame.

  4. Ecological – serving you and your environment without harming other areas of life.

  5. Within your influence – dependent on your actions, not external circumstances.

  6. Realistic – ambitious, but achievable.

  7. Agreed and written down – a shared reference point for both mentor and mentee.

This last element — the ecology of the goal — often makes the biggest difference.Even the most precise plan can fail if it undermines other essential aspects of life.

Poorly vs. well-defined goals

Example 1 – poorly defined: “I want to get promoted.”Example 1 – well defined: “I want to develop team management skills and lead two projects as a team leader by the end of the year.”

Example 2 – poorly defined: “I want to be more confident.”Example 2 – well defined: “I will lead five client meetings over the next three months, preparing each using a new presentation structure.”

The difference?In the second case, you know what will happen, when, and how success will be recognised.

Why does it matter so much?

Clearly defined goals:

  1. Give direction and purpose to each session,

  2. Allow progress to be tracked and motivation to grow,

  3. Provide a reference point for reflection — what’s working, what needs change,

  4. Encourage ownership — the mentee takes responsibility for their own development.

Mentoring without goals is like cycling without handlebars — you might move forward, but it’s easy to drift off course.

Summary

Mentoring is a structured process that needs clear points of orientation.Models like GROW and goal dimensioning turn growth into something tangible, measurable, and grounded in the mentee’s real context.

A goal isn’t just a box to tick.


It’s a compass that guides the mentoring journey — from the first meeting to the moment the mentee can confidently say:


“Yes, it works. I’m where I wanted to be.”


 
 
bottom of page