What's your coaching structure?

1 GROW Model

One of the most popular coaching frameworks is the GROW model, which stands for Goal, Reality, Options, and Will. The GROW model helps you guide your coachee through a structured process of setting a specific and measurable goal, assessing the current situation and challenges, exploring possible solutions and actions, and committing to a plan and accountability. The GROW model is useful for coaching on performance issues, career development, or personal growth.

2 CLEAR Model

Another coaching framework is the CLEAR model, which stands for Contract, Listen, Explore, Action, and Review. The CLEAR model emphasizes the importance of establishing a clear and mutual agreement on the purpose, expectations, and boundaries of the coaching relationship. It also focuses on listening actively and empathically to your coachee, exploring their perspectives and emotions, helping them identify and implement action steps, and reviewing their progress and feedback. The CLEAR model is suitable for coaching on emotional intelligence, communication skills, or conflict resolution.

3 OSKAR Model

A third coaching framework is the OSKAR model, which stands for Outcome, Scaling, Know-how, Affirm and Action, and Review. The OSKAR model is based on the principles of solution-focused coaching, which means that it concentrates on the desired outcomes and strengths of your coachee, rather than the problems and weaknesses. It also uses scaling questions to help your coachee rate their current situation and progress, know-how questions to elicit their resources and skills, and affirmations to reinforce their positive actions and behaviors. The OSKAR model is effective for coaching on motivation, confidence, or resilience.

4 How to Choose a Coaching Framework

Choosing a coaching framework requires careful consideration of the goal of the session, its duration and frequency, the rapport and trust between the coach and coachee, and the feedback and evaluation of the session. It may be necessary to adapt or combine frameworks depending on the coachee's needs, preferences, and learning styles. The goal could be to solve a problem, develop a skill, or achieve a vision. The session could be a one-off or a regular occurrence. How well do you know each other, and how comfortable are you with each other? Evaluating the effectiveness and impact of the coaching session is also essential.

5 How to Plan, Deliver, and Follow Up on a Coaching Session

Regardless of which coaching framework you use, there are some best practices that can help you plan, deliver, and follow up on a coaching session. Before the coaching session, it is beneficial to prepare an agenda, review any relevant information or data, and set clear and realistic objectives and outcomes. Additionally, using a coaching contract or agreement can clarify the roles, responsibilities, and expectations of both parties. During the coaching session, open-ended questions, active listening, and constructive feedback can facilitate the conversation and support your coachee's learning and development. You can also use tools such as SMART goals, SWOT analysis, or action plans to help your coachee define and achieve their goals. After the coaching session, summarizing the key points, actions, and commitments is important. Agreeing on the next steps and timelines is also beneficial. Moreover, tools such as feedback forms, progress reports, or check-ins can be used to monitor and evaluate your coachee's performance and satisfaction. Coaching is a powerful tool to enhance performance management when done with a clear structure in place. By planning, delivering, and following up on your coaching sessions accordingly, you can create a positive and productive coaching experience for both you and your coachee.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?