9 proven Coaching Models that are a must-have for all coaches

As a coach, are you looking for effective coaching models to help your clients achieve their goals? With so many coaching models out there, how do you know which ones are truly effective and worth implementing in your practice?

In this article, we will explore nine proven coaching models that every coach should have in their toolkit.

In Brief : 9 proven coaching models that are a must-have for all coaches
  • GROW: Goals, Reality, Options, Will – a goal-oriented framework for identifying objectives, analyzing reality, exploring options, and committing to action.
  • STEPPA: Subject, Target, Emotion, Plan, Pace, Adapt – a holistic approach focusing on comprehensive goal achievement strategies.
  • CLEAR: Contracting, Listening, Exploring, Action, Review – emphasizes clear communication, exploration of ideas, and actionable steps towards goals.
  • CIGAR: Current reality, Ideal reality, Gaps, Actions, Review – for gap analysis and creating a detailed action plan.
  • OSCAR: Outcome, Situation, Choices/Consequences, Actions, Review – a solution-focused model for achieving specific outcomes.
  • Solution-Focused: Prioritizes quick, positive changes by focusing on solutions rather than dwelling on problems.
  • AOR: Awareness, Options, Results – emphasizes awareness and exploring options to achieve tangible results.
  • FUEL: Frame, Understand, Explore, Lay out – a structured conversation framework for understanding and planning success.
  • WOOP: Wish, Outcome, Obstacle, Plan – a mental strategy focusing on overcoming obstacles to achieve goals.

What are Coaching Models

A coaching model is an essential framework designed to facilitate client success and goal achievement. It integrates a coach’s unique methodology with a set of strategic tools to bolster the practice’s effectiveness and credibility.

Through a systematic approach, these models offer a structured pathway for client development, incorporating critical phases such as goal definition, exploration of perspectives, and formulation of actionable plans.

Research has indicated that psychologically informed coaching approaches, integrating theories from psychotherapy and positive psychology, can significantly impact learning outcomes, including affective, cognitive, skills-based/performance, and psychological well-being. These approaches provide a holistic view of clients, considering their motivations, personal histories, and current circumstances, contributing to sustainable behavioral changes. (source)

This methodical framework ensures that coaching practices are grounded in established principles, increasing their effectiveness and reliability for those pursuing their personal and professional goals.

Types of Coaching Models

Coaching models provide a structured framework that guides coaches in their interactions with clients, helping them achieve desired outcomes and maximize their potential. There are various types of coaching models, each with its own unique approach and focus.

Here, we will explore some of the most widely used coaching models that you can utilize to enhance your coaching practice.

The GROW Coaching Model

The GROW Coaching Model is a favorite tool for coaches everywhere. It was made by Sir John Whitmore and works like a map to help coaches and their clients navigate through coaching sessions. Think of it as going on a journey with four stops: Goal, Reality, Options, and Will.

This model is great because it really helps coaches have important conversations and make positive changes. It focuses on setting goals, understanding the current situation, looking at different choices, and getting ready to act. This makes coaching more organized and effective.

Grow model

G – Goal Setting: This is where the magic starts. Coaches get down to brass tacks with clients, helping them figure out what they really want to hit in the next few months. They could throw out active questions like, “What’s your big dream for the next quarter?” or whip out some handy goal-setting sheets to get everything down in black and white. It’s all about getting that target in clear view so clients know exactly where they’re aiming.

R – Reality Check: Next up, coaches help clients take a good, hard look at where they’re at right now. It’s like taking stock of your current situation with questions like, “How close are you to your goal right now?” or using tools like a SWOT analysis to really dive deep into what’s working, what’s not, and where the golden opportunities lie. It’s a crucial step to figure out the lay of the land and how to use what you’ve got to your advantage.

O – Options Exploration: Here’s where the brainstorming fun happens. Coaches nudge clients to think outside the box, asking stuff like, “What are all the ways you could tackle this hurdle?” Whether it’s through brainstorming sessions or breaking down the good and the bad of each option with decision-making tools, the goal is to light up that path with as many options as possible. Seeing all the different routes to the goal can really open up a world of possibilities.

W – Will to Act: Finally, we’re talking commitment. Coaches help clients lay down a solid game plan, asking the real questions like, “What’s your move, and when are you going to make it?” Using action plans or even commitment contracts can make those plans stick. It’s also about looking ahead, figuring out what might trip you up, and how to leap over those hurdles. Getting down to the nitty-gritty of specific actions, deadlines, and clear steps not only gets clients ready to rock and roll but also keeps them on track to crossing that finish line.

The STEPPA Coaching Model

The STEPPA Coaching Model is a powerful approach for coaches who want to build a successful coaching career. It consists of six key steps, each crucial for guiding clients effectively.

S – Self-Awareness: First off, coaches have to take a good look in the mirror. It’s about figuring out what you’re great at, where you could use some work, and what really matters to you. Questions like, “What values drive my coaching?” help pinpoint the unique approach each coach brings to the table. This step is super important because it helps you keep things real and genuine with your clients, steering clear of any biases that could sneak into your sessions.

T – Target Setting: Setting clear, achievable targets is next. This could involve using SMART goal criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to frame their objectives. Questions aimed at identifying ambitions, such as “What’s your major goal for the next six months?” ensure that clients have a laser-focused aim for their efforts. It’s all about giving direction and purpose.

E – Exploration: This stage is where clients really get to explore their inner landscape. Coaches facilitate this exploration through thoughtful questioning and active listening, creating a safe space for clients to examine their thoughts and feelings without fear of judgment. This process of self-discovery can lead to powerful insights and shifts in perspective, laying the groundwork for meaningful change.

P – Planning: Working together, coaches and clients craft a detailed action plan. This involves breaking down larger goals into smaller, more manageable steps. Utilizing tools like action planning worksheets helps to map out these steps along with deadlines, providing a clear path forward for achieving set goals.

P – Progress Tracking: Monitoring progress is crucial for maintaining momentum. Whether it’s through the use of tracking tools or regular check-ins, this stage is all about celebrating achievements and making necessary adjustments to plans. Seeing tangible progress not only boosts motivation but also reinforces the client’s commitment to their journey.

A – Accountability: The final step focuses on ensuring clients stay committed to their actions. Coaches could use accountability agreements or set up regular accountability sessions to check in on commitments. This helps clients stay focused on their goals, overcome challenges and remain motivated, especially when facing obstacles.

The CLEAR Coaching Model

The CLEAR Coaching Model, created by Peter Hawkins, outlines a structured framework to boost coaching and mentoring effectiveness. It’s divided into five key phases, each offering distinct benefits to the coaching journey.

C – Contracting: This is where the ground rules are laid down. It’s a heart-to-heart between coach and client about what they’re aiming for, the dos and don’ts, and what’s expected from both sides. Maybe you’ll use a coaching agreement or a chat about goals and what gets the client pumped. Asking something like, “What’s your big dream with our sessions?” can clear the air about what the client is after. The whole idea is to get on the same page so the journey’s smooth sailing, making every session count.

L – Listening: A cornerstone of effective coaching is the ability to listen. Employing active listening techniques ensures the coach fully understands the client’s thoughts and feelings. This might involve echoing the client’s words or seeking clarification to demonstrate empathy and comprehension. The objective is to foster a safe and trusting environment where the client feels seen and heard, which is essential for open and fruitful communication.

E – Exploring: At this stage, powerful questioning by the coach aids the client in gaining insights and self-awareness. Questions such as, “What challenges are you facing in reaching your goal?” or “How do your beliefs impact your actions?” stimulate deep reflection. The purpose here is to reveal underlying issues, beliefs, or patterns that may be obstructing the client’s progress, enabling them to view their situation from new angles and identify potential solutions.

A – Action: This is the phase where planning turns into commitment. The coach supports the client in developing SMART goals and actionable steps toward achieving these goals. Utilizing tools like action planning templates can organize this process. Discussing, “What specific steps will you take this week towards your goal?” encourages the client to commit to tangible actions. The goal is to transition the client from contemplation to action, promoting advancement and growth.

R – Reviewing: The last leg of the journey’s about taking stock—looking back at the ground covered, the hurdles jumped, and the wins along the way. Review sessions might dive into achievements, hiccups, and how tough spots were tackled. Questions like, “What lessons are you taking from your efforts?” or “How should we tweak our game plan to better chase your goals?” help celebrate the victories and fine-tune future strategies. It’s about keeping the momentum going and encouraging a mindset that’s all about growing and evolving.

The CIGAR Coaching Model

The CIGAR Coaching Model places a strong emphasis on the client’s present reality and focuses on helping them gain clarity and awareness about their current situation. The acronym CIGAR outlines the steps of this coaching model: Current Reality, Ideal, Gaps, Action, and Review.

C – Current Reality: Off the bat, it’s about getting the full picture of where the client stands today. Using tools like the Wheel of Life to peek into different areas of the client’s life or popping questions like, “What’s tripping you up these days?” aims to sketch out a detailed landscape of the client’s current scene—challenges, strengths, and all. This snapshot is key because it lays the groundwork for everything that comes next.

I – Ideal: Here, the focus shifts to what the client wants to achieve—their vision for the future. Coaches could encourage clients to create a vision board or use guided imagery exercises. Questions like, “What does success look like for you?” help clients articulate their goals, aspirations, and desired outcomes clearly. This step serves to motivate and direct the client’s efforts by establishing a clear destination.

G – Gaps: Identifying the discrepancies between the client’s current reality and their ideal future is the essence of this phase. Coaches can use SWOT analysis or ask, “What obstacles are currently standing in your way?” This phase is vital for understanding what needs to change or improve, helping the client and coach pinpoint focus areas for action.

A – Action: This step is where planning meets execution. Crafting a step-by-step game plan with the client turns all those insights and dreams into a to-do list. Tools such as action planning templates or setting SMART goals are instrumental here. Discussing questions like, “What is one step you can take this week towards your goal?” helps translate the client’s aspirations into actionable tasks. This step is critical for momentum, turning the client’s vision and insights into tangible progress.

R – Review: Keeping tabs on how things are going is a must for tweaking and cheering on progress. Whether it’s through regular catch-ups or moments of reflection with questions like, “How close are you to hitting your target?” or “What needs to change in your plan?” ensures the coaching journey stays flexible and attuned to the client’s shifting needs. This continuous loop of feedback and adjustment keeps the journey fresh and forward-moving.

The OSCAR Coaching Model

Mark McKergow and Paul Z. Jackson created the OSCAR coaching model, which is a streamlined framework that breaks down into Objective, Scaling, Choices, Affirm & Action, and Review, each step designed to facilitate clear progression and actionable results. It focuses on establishing clear goals and objectives for the coaching session.

OSCAR model

O – Objective: First off, we lay the groundwork with some crystal-clear goals for the session. Coaches might pull out a goal-setting template or just straight-up ask, “What’s the main thing you want to nail down today?” This step makes sure everyone’s on the same page and sets the stage for everything that follows. It’s like setting the GPS before you hit the road—knowing where you’re headed is key.

S – Scaling: Next, the coach figures out where the client stands in relation to their goal on a scale of 1 to 10. Asking something like, “On a scale of 1 to 10, how close do you feel you are to your goal right now?” helps put things into perspective, showing how far they’ve come and how far they’ve got to go. It’s a great way to make the journey toward the goal feel more tangible and trackable.

C – Choices: This stage is dedicated to exploring different options and strategies for overcoming challenges or achieving objectives. Coaches encourage clients to consider various approaches by asking, “What different strategies could you employ to move from your current position to a higher number on your scale?” his part’s all about opening up a world of possibilities and letting the client see all the different paths they could take. It’s a boost to their problem-solving muscles and gets them committed to the plan they choose.

A- Affirm & Action: Coaches affirm the client’s strengths and past successes to boost their confidence. They use affirmations like, “Let’s look at the strengths you’ve leveraged successfully in the past,” followed by creating a detailed action plan. The conversation then shifts to defining specific steps, setting timelines, and agreeing on milestones with questions such as, “What is the first step you will take towards your goal, and by when?” This approach ensures the client feels supported and has a definitive strategy for moving forward.

R – Review: Rounding things off, the OSCAR model wraps up with a good old review session. Asking, “How’s the plan been treating you on your way to your goal?” will help coaches and clients get to dive into what’s working, what’s not, and celebrate the wins along the way. This reflection time is golden for tweaking the game plan as needed and making sure the coaching stays right on track with the client’s growth and successes. It keeps the whole process fresh and forward-moving.

Solution-Focused Coaching Model

The Solution-Focused Coaching Model flips the script from zeroing in on problems to dreaming up solutions, guiding clients to imagine their ideal future and the steps they’ll take to get there.

Envisioning the Future: Coaches kick things off by getting clients to dive deep into what they’re gunning for. Asking, “What’s your dream scenario?” or “How will you know you’ve hit your target?” gets clients to define what they’re really after. Using vision boards or future scripting as well can help make these dreams feel more real. The goal here is to spark a hefty dose of motivation by setting a clear and upbeat direction.

Highlighting Strengths and Resources: This step’s all about spotlighting what the client brings to the table—their ace cards and the goodies in their toolkit. Coaches might ask, “What superpowers do you have that’ll help you on this quest?” or “What’s in your arsenal that’s helped you out before?” This bit reinforces the idea that clients have got what it takes to tackle their hurdles head-on, boosting their self-belief and shining a light on their toolkit for the adventure ahead.

Identifying Successful Actions: Digging into what’s worked in the past is key. By asking, “When were you a step closer to your goal, and what was your move?” or “What’s a win you’ve had recently?”, clients start to see the patterns in their successes. This step is a big high-five to the client’s ability to make good stuff happen, pumping up their sense of empowerment and the realm of what’s possible.

Planning Small, Achievable Steps: Here’s where the big dreams get broken down into bite-sized, doable deeds. Coaches might say, “What’s one tiny step you can take this week toward that big dream?” or use action planning sheets to sketch out the journey. This approach turns the grand vision into a checklist of wins, making the whole thing feel a lot less daunting and a lot more doable.

Reflecting on Progress: Stepping back to see how far they’ve come and tweaking the game plan as needed is part of the ride. Questions like, “How much closer are you to your dream?” and “What’s a lesson you’ve picked up along the way?” give props for the progress made and the wisdom gained. This regular reflection keeps the growth mindset in full gear, encouraging clients to keep pushing and pivoting their strategies when needed.

AOR Coaching Model

The AOR coaching model places a strong emphasis on the relationship between the coach and the individual being coached, as well as on the trial-and-error problem-solving method.

Unlike other coaching models that focus on predetermined goals, the AOR Coaching Model teaches individuals to resolve issues efficiently and with minimal mistakes.

A – Acknowledgment: First things first, it’s about recognizing and getting the full picture of the hurdles the client is jumping over. Coaches are all ears, using their best active listening skills to really get where the client is coming from. They could ask, “What’s the big challenge for you right now?” to make sure the client feels truly listened to and understood. The goal is to lay down a foundation of trust and open lines of communication, creating a solid base for everything that follows.

O – Opportunities: After shining a light on the challenge, it’s time to pivot to spotting chances for learning and growing. This step is all about flipping the script on setbacks and encouraging the client to see them as opportunities in disguise. Questions like, “What’s the silver lining here?” or brainstorming sessions to map out different game plans help the client shift gears from problem-mode to opportunity-hunting mode.

R – Resolution: Now, we get into the nitty-gritty of trying stuff out and learning on the go. It’s all about embracing the try, fail, adjust, repeat cycle, with the coach throwing out questions like, “What’s one thing you can try out and see how it goes?” Action plans and feedback loops come in handy here. The end game is to equip the client with the confidence and savvy to take on their challenges, applying the lessons learned and fine-tuning their strategies for better results each time.

FUEL Coaching model

While similar to the GROW model in its focus on goal setting and action planning, the comprehensive framework of the FUEL coaching model places a stronger emphasis on skill development and performance improvement. It consists of four key components: Frame the Conversation, Understand the Current Reality, Explore the Options, and Lay Out the Action Plan.

F – Frame the Conversation: Right out of the gate, it’s all about getting the scene set for a killer coaching session. Coaches lay down what’s on the agenda and whip up a space where everyone feels comfortable sharing. They might kick things off with goal-setting exercises or setting the scene for what these sessions are all about, asking, “What’s on your wish list for our time today?” The goal here is to get crystal clear on what we’re after, making sure both of you are in sync.

U – Understand the Current Reality: Now, it’s time for the coach to really get the lay of the land regarding where the client is at, challenges and all. With a mix of sharp listening and spot-on questions like, “What’s throwing wrenches in your work?” or even pulling out a SWOT analysis to map it all out, the aim is to sketch a full picture of where things stand. Understanding the nitty-gritty of the client’s current scene is key to pinpointing exactly where the growth opportunities are.

E – Explore the Options: Here, coaches get clients to throw all sorts of ideas on the table about how to leap over their hurdles or hit their targets, nudging them with, “How could you level up in this area?” or facilitating some out-of-the-box thinking sessions. It’s all about dialing into their strong suits, peeking at things from a fresh angle, and laying out a game plan to tackle any obstacles head-on.

L – Lay Out the Action Plan: This is where all the brainstorming and strategizing come together into a solid game plan. Coaches and clients huddle up to nail down the exact steps, using action plan templates to make it all tangible. Asking, “What steps are we taking first?” and putting some dates on the calendar makes sure the plan isn’t just a bunch of hot air—it’s doable and grounded in reality. This step transforms all those good intentions into a legit roadmap, with some checkpoints along the way to make sure things are tracking towards those big goals.

WOOP Coaching Model

The WOOP Coaching Model was developed by Gabriele Oettingen. Originating from research on motivation and goal-setting, the WOOP Coaching Model stands for Wish, Outcome, Obstacle, and Plan.

W – Wish: This initial step involves identifying the client’s goal or what they hope to achieve. Coaches might use visioning exercises or ask direct questions like, “What is your main goal for the near future?” The game plan here is to get the client’s goals sharp and in focus, lighting the path for all the energy and hustle they’re about to pour into this dream. Nailing down this wish is all about getting that motivation dialed in just right.

O – Outcome: Next up, it’s time to get the client to really feel and see what snagging their goal looks like. You could guide them through some mental victory laps or ask, “How’s it going to feel when you’re living your goal?” This step is all about sparking those happy feelings and the buzz of nailing it, which are huge cheerleaders in the goal-chasing race.

O – Obstacle: Here’s where we get real and scout out the rough patches on the road ahead. Tossing out a question like, “What speed bumps might pop up on your way to your goal?” or getting down to some forward-thinking troubleshooting helps the client spot potential snags early. This foresight equips the client to approach challenges with a strategic mindset, enhancing their preparedness and resilience.

P – Plan: The final component focuses on developing specific, actionable strategies to overcome identified obstacles and advance towards the goal. With implementation intentions in the spotlight, you might dive into, “What’s your game plan for dodging those roadblocks?” This part of the process is crucial for turning those big dreams into step-by-step actions, mapping out a crystal-clear route for the client to sprint, jog, or even moonwalk their way to their goals.

Do I need to include a coaching model in my practice?

Incorporating a coaching model into your practice is more than just a structured approach; it’s foundational for fostering accountability and clarity with your clients. Laying out a clear plan ensures you and your clients are aligned on goals and objectives from the start, maintaining focus and commitment toward achieving those targets.

A coaching model also sets clear expectations. When clients understand the coaching journey and anticipated outcomes, it reduces uncertainty and solidifies a trust-based coaching relationship. Clear communication is essential for guiding everyone in the same direction, ensuring a smoother coaching experience.

Furthermore, a coaching model creates an optimal learning environment for clients. Knowing there’s a structured framework guiding their sessions, clients feel supported and secure, encouraging them to open up about their challenges and engage fully with the coaching process. This supportive, collaborative environment is crucial for fostering growth and achieving impactful results.

While integrating a coaching model into your practice might seem like an additional step, it’s a strategic move that significantly boosts your coaching effectiveness, benefiting both you and your clients.

Conclusion

There you have it—all the widely used coaching models listed under one roof.

It is an extensive, but not exhaustive, list of coaching models. Coaches have an A-Z list of coaching models to choose from.

Ultimately, the choice of a coaching model—or models—reflects a coach’s dedication to providing tailored, effective support to their clients. Using a coaching model will help bring about meaningful and sustainable change in their clients’ lives.

Resources

Now that you have a good understanding of the coaching models, this resources section offers a curated collection of books, apps, podcasts, videos, and templates for continuous learning. Each resource has been selected to complement the coaching frameworks discussed in the article, providing deeper insights, practical tools, and diverse perspectives.

Books

  • Coaching for Performance” by John Whitmore: A definitive guide to the GROW model and coaching principles.
  • The Coaching Habit” by Michael Bungay Stanier: Offers simple, effective tools for transforming coaching conversations.

Apps

  • Coach.me: A habit-tracking app that supports goal setting and personal development.
  • Headspace: Although primarily a meditation app, it offers valuable content on mindfulness that can enhance coaching sessions.

Podcasts & Videos

  • The Life Coach School Podcast” with Brooke Castillo: Covers a wide range of topics from coaching techniques to personal development.
  • TED Talks on leadership and motivation: Speakers like Simon Sinek and Brené Brown provide inspiration and insight that can be applied in coaching.

Templates

Frequently Asked Questions (FAQs)

What Is A Coaching Model?

A coaching model is a model or framework to help you, as the coach, guide your client to their desired results. The model is a source of inspiration, a reference tool, and a blueprint for your coaching work.

What are the 4 coaching models?

The GROW, STEPPA, CLEAR, and OSCAR models are examples of four coaching models, each offering unique frameworks for goal setting, action planning, and client development.

What are the 4 types of coaching?

The four types of coaching include Executive Coaching, Life Coaching, Sports Coaching, and Business Coaching, each focusing on different aspects of personal and professional development.

What is the most effective coaching model?

Effectiveness varies by context, but the GROW model is widely regarded for its simplicity and effectiveness in setting goals, understanding reality, exploring options, and committing to action.

What is the basic model of coaching?

The GROW model is considered a basic and foundational coaching model, focusing on Goal setting, examining the current Reality, exploring Options, and determining the Will to act.

 
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