Stage of Change Model

This model, adapted from Prochaska & DiClemente (1986), can be very useful for you as a mentor to identify where the mentee is at in relation to their career development, and what motivation they may have for making any changes. 
 
 
(Prochaska, James O., and Carlo C. DiClemente. Toward a comprehensive model of change. Springer, US, 1986).
 
 
Not even considering change; happy with the way things are; or 'in denial'
In two minds; weighing the pros and cons of change versus staying same; dilemma; internal conflict
Decision; commitment to change
Act on decision; use strategies to make change
The change now becomes the norm; comfortable, easy and familiar
Relapse
Slip back into the old pattern; usually temporary; normal part of the process
 
 
The 'Stage of Change' table outlined below also provides some tips and hints to help both the mentor and mentee explore each stage of change, with the ultimate aim being to achieve their career goals. 
 


Pre - Contemplation

How to identify if the mentee is in this stage:
What you can do to move the mentee through the stages:
  • Happy with the way things are
  • No concerns
  • Don't want change  don't see the need for change
 
  •  Raise awareness
  • Ask questions eg. do you have any concerns at all in this area
  • Encourage mentee to keep an open mind, be aware of feedback of others
  • Ask questions about ways the mentee has dealt with changes in this area in the past and then not successfully implemented change. Why did this happen?


Contemplation

How to identify if the mentee is in this stage:
What you can do to move the mentee through the stages:
  • In two minds (ambivalent)
  • Uncomfortable, in a dilemma
  • Weighing the pros and cons of change versus staying the same
  • Swing between the two views
  • Feel discouraged about change
  • Barriers seem too great
  • Disadvantages outweigh advantages
 
  • Realise ambivalence is normal
  • Don't avoid the uncomfortable feeling  explore the reasons for it
  • Weigh up the pros and cons of change vs staying the same
  • Do not pressure your mentee into making a decision before they are ready
  • Do not encourage action prematurely


Determination

How to identify if the mentee is in this stage:
What you can do to move the mentee through the stages:
  • Feel like they need to do something about it
  • Advantages of change now outweigh disadvantages
  • Formulating decision aboutwhat to change
  • May experience anxiety and trepidation, mixed with excitement and hope
  • Becoming committed to the change
 
  • Ask questions to assist mentee be specific about their decision: 'what exactly is it that you want to change?'
  • Write it down, then move on to Action stage to support the decision
  • Do things to increase chances of a positive outcome and feelings of effectiveness
  • Set up support systems


Action

How to identify if the mentee is in this stage:
What you can do to move the mentee through the stages:
  • Taking action to implement changes
  • Using strategies to make the change
  • Wanting support and encouragement in making changes
 
  • Encourage action, Don't just talk about it, do it
  • Develop strategies to try and keep adding to them
  • Monitor progress and make adjustments as necessary
  • Encourage mentee to enlist the help of others
  • Praise and encourage mentee


Maintenance

How to identify if the mentee is in this stage:
What you can do to move the mentee through the stages:
  • The changes have now become more natural and easier
  • A new habit/ pattern has been established
  • Don't have to be actively managing the change but are still committed to the changes
 
  • Continue to monitor progress
  • Revisit original goals, adjust or set new ones


Relapse

How to identify if the mentee is in this stage:
What you can do to move the mentee through the stages:
  • The new way has become difficult and a slip up has occurred to old ways
  • Often feel bad but may be enjoying it as well
  • Often feeling very guilty
  • Can lose confidence in the process of change if you don't get back on track quickly
  • May have lost sight of the original reasons for the change and need to reestablish these reasons
  • Acknowledge relapse as a normal part of the process
  • Don't indulge in blame and allow self defeating attitudes
  • Constructively problem solve by considering what can be learnt through the relapse and considering what could be done differently next time
  • Revisit Contemplation stage and decide on reasons for change
  • Recommit to the change/ goal