Why think about the major coaching models when deciding to become a coach? Well, many people perceive coaching as a simple and easy task. However, it is a big responsibility, and as a coach, you are responsible for not only your actions but also for the success or failure of your clients.
Thus, in an effort to make the process of coaching as successful as possible, you can utilize different areas of coaching and coaching techniques. In addition, the framework for coaching can vary from client to client as well as from coach to coach. The use of effective coaching models is imperative to ensuring sessions are as targeted as possible.
We will discuss each of the top five major coaching models in detail to assist coaches in their journey to become as universally effective for all types of clients.
The 5 Major Coaching Models
Here are the top five models of coaching being used by most coaches in the industry today. They are in no particular order, this is simply a list and description, not an in-depth review of the major coaching models.
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1. The GROW Model:
Let’s start our list of major coaching models with the GROW Model that is the most popular and widely used in coaching. Created by Sir John Whitmore in the 1980s, the GROW model provides a basic understanding of how to structure your training sessions.
It consists of four major stages. These are:
We all are familiar with what goals mean. It means before starting a training session with your coachee, you should set a goal or target. In simple terms, you should be clear about what you want to achieve. It provides the primary floor for the entire training session.
After your client comes up with a goal, it’s time to access their skills, knowledge, strengths, and abilities. It will help to find a relation between their goals and skills. You can use scaling techniques at this point.
Now, it’s time for you to help your client explore different options available to them. Tell them how they can achieve their goals using their skills and what new skills they should learn.
This is the final step, which is a wrap-up stage. Your client is able to understand what path they should go and how to develop new skills. Besides, you must focus on your commitment to the training process.
2. The FUEL Model:
The second of the major coaching models was developed by John Zenger and Kathleen Stinnett, the FUEL model is another useful coaching model. It involves the use of open-ended questions instead of leading questions. Similar to the GROW model, it also consists of four steps. These includes:
Frame for Conversation:
It defines how you can start or frame your conversation. It sets the road on which your conversation will go later on. It’s like coming on the same page with your coachee.
Understand the Current State:
As its name suggests as a coach, you must peep deep insight into the current state of your client. This will help you to understand where your client stands and what guidance he needs. You can ask open-ended questions at this stage.
Explore the Desired State:
Ask your client what they want to achieve or their desired state. Only then can you help them to achieve their goals. Try to create a vision for your clients.
Lay Out a Success Plan:
Finally, it’s time to develop a success plan according to the individual’s needs to help them achieve their targets.
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3. OSKAR Coaching Model:
The next of the major coaching models the OSKAR Coaching Model is based on a solution-focused approach. Thus, it develops a robust framework that helps your coaching sessions to be more focused on solutions than on problems.
This is like a goal-setting stage where you must understand what your coachee wants to achieve, what they are expecting to get from this coaching session. Help them to visualize their goal.
After understanding a clear picture of their goal, use scaling techniques to measure their capabilities and skills. Use a scale from 1-10 to measure their skills in relation to their goal.
It’s time to establish an understanding as to what skills will help them to achieve their desired outcomes. This stage is like ‘digging for gold’ and requires a lot of time and resources.
Affirm and Action:
Motivate your client by providing them with positive reinforcement. Explain their positive points and strengths. Moreover, encourage them to take action.
You all have guessed about it. Yes, this requires giving feedback to the client. Explain to them where they are good and where they need improvement.
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4. CLEAR Coaching Model:
The fourth major coaching model, developed by Peter Hawkins CLEAR model shares many similarities with the GROW Model. This coaching model helps clients with transformational change and helps with transformational coaching.
It includes five stages:
Start with developing a clear understanding of what your client’s desired outcome is and what he is expecting to achieve through coaching. Moreover, set rules for coaching as well.
It involves active listening to your client. Ask questions and let your client explain their point of view without any interruption.
At this stage as a coach, you have to explain to your client their emotional connection with the current state. Use mindful and present coaching techniques and ask a lot of questions to become more transparent.
Encourage and motivate your client to take action.
Give them feedback regarding their performance and suggest where they should improve.
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5. The STEPPPA Model:
The last in our list of the major coaching models is an excellent coaching model known as the STEPPA Model. It is based on the fact that behavior is a result of our emotions. So, all our actions are motivated by emotional commitment. It steps are:
Like any other coaching model, the first stage is to identify the goal or the subject of coaching. Why your client needs coaching.
Then identify your desired outcome or target. What is it that you want to achieve from these coaching sessions? Actually, it’s a target that your client wants to achieve.
Every decision involves emotions. Therefore, try to understand your emotions and what motivates you.
Try to see your goal from a broader view. Understand the meaning of your purpose, its importance, and what specifically its meaning is for you.
To achieve your goals, you need to make a plan. Develop a path which can lead you closer to your goals.
It is like setting time limits and boundaries of achieving each goal. Meaning in how much time you should achieve your target.
Now, it’s time to act. Follow your plan step-by-step to achieve your desired outcome.
There are numerous other and useful major coaching models. However, you should be sure to choose the one that best fits within your wheelhouse of skills and is most suitable for your client’s situation.