“A Coaching Model is a methodology used to move your Coachee from where they are now to where they WANT to be.”

In this blog entry, I will be sharing my coaching model – that I discovered I have been using at different times in the past to move myself, my team and other people forward.

This coaching session provided an opportunity for me to finally put a name to it and to steadily build more on refining it to become adaptable for use in my coaching career, going forward.

Just before I get to my model, it is worth taking some to explore more Coaching Models that were created by others and how they have helped several people achieve huge success in their lives.

Different Coaching Models:

I have written about the G.R.O.W – Grow, Realities, Option, Way forward – Model.

More models are;

FUEL – Frame the Conversation, Understand the Current State, Explore the Desired State and Lay Out A Successful Plan.

The FUEL Model is developed by John Zenger and Kathleen Stinnett. It was introduced in their 2010 book – ‘The Extraordinary Coach: How the Best Leaders Help Others Grow’.

This model asks open-ended, non-leading questions to guide the conversation instead of from telling, directing, instructing and giving advice.

Here the Coach allows the Coachee to assess the situation, determine their own solution and take ownership and accountability for the outcome.

I like this model as it give the coachee so much autonomy to design and determine their own journey and direction, while staying accountable to the chose paths of growth.

Another Model is the:

OSKAR – Outcome, Scaling, Know-how (what are your strengths, what new motivations do you need to get to outcome faster) and resources, Affirm and action (it goes hand in hand), Review.

It was developed by Coaches Mark McKergow and Paul Z. Jackson and published in their 2002 book, “The Solutions Focus: Making Coaching and Change SIMPLE.”

I enjoyed learning about this model too as it gives a simplified insight into working with teams and in a professional circle. Starting with the outcome, closely reflects what is obtainable in the G.R.O.W Model, although for the OSKAR, it may mean what needs to be achieved by a wide range of stakeholders.

It is important to help the coachee or participants explore an imagined scenario of what they desire. Then, move the coaching conversation up from there.

Another coaching model is the:

Co-Active Model – this is also focused on the coachee and their fulfillment, balance and process. There are five contexts to the Co-Active Coaching Model and they are listening, curiosity, intuition, self management and forward the action/deepen the learning.

I like the fact that the agenda also comes and starts from the coachee and that there is the believe/mindset that the coachee is naturally creative and whole.

Coaching people from the perspective that they already have all that they desire, makes the coaching relationship easier to explore, while the coach and the coachee is co-actively peeling through the situations that coachee wishes to address.

My Coaching Model (or keyword) – LIMITLESS, LISTEN or GIFT.

Every problem and solution is a gift

Every barrier and breakthrough is a gift

Every misfortune and success is a gift.

In coaching, I want to help my coachee to see that all they were, all they are and that they will be is a gift. Anything can become a gift, when it is finally given.

For example, a gift becomes legally effective, when 3 requirements are met:

-Intention of donor to give the gift to the donee (donative intent)

-Delivery of gift to donee.

-Acceptance of gift by donee.

GIFTS Model of Coaching – Damilola Fasoranti

Goal – here, we explore specific aim and direction the coachee wants to move into. As the coach, we have to ensure that the goals are SMART (I)

Intentions (and illustrations) – how does the success look like in the future, give the details of how the success should feel like, smell like, think like, seen as and taste like. Illustrate how you and others will probably talk about it. Make a sketch of how it may play out.

Here, we are setting the intention that the coachee really want to achieve those goals. Questions can include:

What will you become if you achieve or don’t achieve these goals?

How will it feel like, when you achieve this goal?

Where will you be (in location, in time, in resources, in the hierarchy of needs) if/when you achieve this goal?

Flash Back – summon up by looking within oneself (the coachee) to find (stories, events, situations, circumstances) and put into action (or intentionally replaying) a particular positive quality, such as strength, energy or courage. Some of the questions that will come up here include:

What did you do to move in that direction at that time?

Who did you meet or contact that achieve that?

When skill did you put into use, that made that possible?

This flash back exercise can also be to dig up why failure happened in the past and looking through the sequence of why it happened, so it can be avoided.

A coahee may be more inclined to working away from something, than leveraging on and moving towards something. Or a coachee may hit some walls while trying to consider any form of success they have had in the past. Atleast, it may help to explore any tiny bit of something they consider as failure and get them to reverse it into success going forward.

Take Action – Here’s the doing part of things. Looking through the goals, the intentions and the paths indentified from the flash back, we have enough gifts from the coachee’s life to use as a template to reuse the path to achieve success.

Share – here, the coachee documents (actually, from the goals, up to this point). All of us – through our life experiences, observations, interactions, studying and reading are in the constant process of gaining knowledge throughout our lives.

When you share with others, it helps deepen your own knowledge and engrains what you know. It can foster vision in others, strengthen personal and professional ties.

This model help the coachee to not just win and keep it to themselves, they are constantly being accountable to their own success, by sharing what they did that worked and inspiring others to see what is within them to explore their own success too.

Share the Gift of experience or past success is like learning how to help people use their own past success to replicate more success

Recommended Book: Gift of adversity.