How can you use a coaching model to improve your executive coaching?

GROW is a tried and truly tested model that many coaches and organizations adopt. It's easy to understand and apply as a model. I use it often when training other people on how to coach. The formula targets the main aspects of a coaching conversation and allows for a more powerful dialogue and empowered recipient. Big fan of this model, even today!

The GROW model offers a concise yet comprehensive framework for coaching scenarios ranging from performance to personal development. This model ensures a systematic and results-oriented coaching process by defining the Goal, understanding the current Reality, exploring Options, and solidifying the Will. Its simplicity and flexibility make it a universally applicable tool that empowers individuals to pinpoint their objectives, assess their current situation, ideate feasible solutions, and commit to a focused action plan. The GROW model can thus catalyze substantial transformations in any coaching journey.

The simplest, most flexible, and often the most effective model. The success of this model hinges entirely on the G - the goal setting. If the client isn't clear on their SMART(ER) goal - the coach must allow the time it takes - even if an entire session.

The GROW model, with its structured approach, offers coaches a clear pathway from goal-setting to realization. That said, its true strength lies in the flexibility it affords. While it serves as the foundation, coaches must prioritize agility, tuning into their client's unique, unfolding journey. Employing the GROW model, or any other, is less about strict adherence and more about effectively harnessing its framework to serve the coaching client.

The OSCAR coaching model, an extension of the GROW model, deepens the coaching conversation by introducing Outcome and Review stages. The Outcome stage enhances the goal-setting process, prompting coachees to consider their goals' desired impact or benefits, thereby boosting motivation. The Review phase enables reflection on progress, enhancing the learning process and fostering an appreciation for achievements. This model also focuses on the Situation and Choices, urging coachees to thoroughly understand their context, consider multiple strategies, and commit to specific Actions. Thus, OSCAR fosters a dynamic, iterative coaching process, driving meaningful change.

The OSCAR model is beneficial for coaches as it provides a structured framework for effective coaching conversations. It helps coaches maintain focus, guide their clients towards meaningful outcomes, and foster self-discovery. With its emphasis on clear objectives, deep exploration, goal setting, generating options, and action planning, the OSCAR model equips coaches with a comprehensive approach to support their clients' growth and transformation. By utilizing this model, coaches can enhance their coaching effectiveness, empower their clients, and create a supportive environment for positive change.

In my experience with the OSCAR model, its emphasis on "Outcome" and "Review" has consistently reinforced the significance of reflection and a results-driven approach. GROW maps the journey and OSCAR highlights the value of frequently recalibrating and cherishing progress points. The power of encouraging clients to both forge ahead and pause for introspection is fairly noticeable. Yet, it's crucial to remain flexible. No matter the model, adapting to each client's unique story and requirements overrides any set methodologies.

The CLEAR model is advantageous for coaches as it offers a systematic approach to coaching conversations. With its focus on Contracting, Listening, Exploring, Action, and Review, the model ensures clarity, active engagement, and accountability. It helps coaches establish clear agreements, actively listen to their clients, facilitate deep exploration, drive action-oriented steps, and evaluate progress. By utilizing the CLEAR model, coaches can enhance their effectiveness, foster meaningful client development, and achieve sustainable results in the coaching process.

The CLEAR model emphasizes the importance of mutual understanding and partnership in coaching. It begins with Contracting, establishing clear goals, and understanding the roles in the coaching relationship. Listening is vital to this model, allowing coaches to truly understand their coachees' perspectives. During the Exploring phase, coaches ask thought-provoking questions to help coachees gain deeper insights into their situations. This leads to the Action stage, where the coachee commits to practical steps toward their goals. Lastly, the Review phase ensures a reflection on the progress, reinforcing learning and making necessary adjustments. The CLEAR model thus creates a robust framework for meaningful and results-oriented coaching.

The CLEAR model adopts a holistic approach. By emphasizing "Contracting", it ensures that both coach and client begin their journey in sync. What stands out to me most, however, is its accent on "Listening." Tuning into a client's expressions, emotions, and subtleties often reveals deeper insights. While models like GROW focus on direction, CLEAR stresses the partnership, reminding us that coaching is a collaboration between two active participants. But, as always, it's vital to maintain adaptability. The client's needs come first; the model is just a tool to free our mind from navigation and rest it on "listening" to the client’s thoughts and feelings.

The STEPPA model proves invaluable for coaches as it provides a structured framework for effective coaching interactions. With its emphasis on Setting goals, Tracking progress, Exploring possibilities, Planning actions, Practicing new behaviors, and Assessing outcomes, it equips coaches with a comprehensive approach. The model enables coaches to support clients in goal setting, monitor their progress, facilitate exploration, develop action plans, practice new skills, and evaluate results. By utilizing the STEPPA model, coaches enhance their coaching effectiveness, empower clients, and foster sustainable growth and development.

The STEPPPA model provides a comprehensive coaching framework that considers cognitive, emotional, and psychological aspects. It begins with identifying the Subject or issue at hand. The Target phase focuses on establishing specific goals, followed by discussing Emotions associated with these goals. Perception, the next stage, is about understanding beliefs that drive behavior. Planning is then done in detail with clear milestones. Pace involves determining the speed at which progress is made, taking into account the coachee's readiness and preference. Lastly, Adapt encourages flexibility in response to changing circumstances or feedback. The STEPPPA model thus provides a nuanced, empathetic, and adaptable approach to coaching.

Coaching has to evolve to a stage when the coach can provide quality inputs rather than simply ask questions. A very detailed understanding of the coachee will enable that.

Models can be great, especially at Fashion Week in NY or Paris but let's not get carried away when it comes to coaching. The only runway to worry about here is the one with your client/coachee. Discovering what works best for you, your style, practice and of course, your audience should be the catalyst for your curiosity and experimentation. Just because a model comes from some big name doesn't mean it's going to work for you. Work it out first and see what happens. In the end, the best model is yourself, and remember, it's unique and one-of-a-kind.

Regardless of the structure you use, I think structure is absolutely essential to a good coaching session. By having a clear structure it means the client is more likely to leave the session in a better place (whether that be more motivated, more focused, realigned etc.) Without a structure, it’s more likely that the session will derail and could end up with negativity (either because the coach strays into deeper waters such as office politics - when this happens coaches try to overcompensate and start making suggestions - or alternatively the client may complain for a whole session and feel no further forward than before

What's most important to remember in the coaching process is not to lose the focus on the client and their needs. The coach can follow any model they are comfortable and/or familiar with - but if the session shows little to no progress or hits a brick wall, then the coach must be prepared to change tactics to whatever will serve the client best at that point in time.