What Are the Different Types of Coaching Models, and Who Are They For?
Posted by Alexandra Lamb
In the rapidly evolving world of personal and professional development, coaching has emerged as a crucial instrument for fostering growth and professional career success. The efficacy of coaching lies in its ability to identify an individual's strengths, weaknesses, and potential, subsequently guiding them towards achieving their desired performance outcomes. However, the true essence of effective coaching lies in the systematic application of coaching models and evidence-based theory. These models are the backbone of the coaching process, providing a structured framework that enables coaches to deliver optimal results.
In this blog, we will delve into the intricacies of various coaching models and establish their target audiences, equipping you with the technical know-how to select the most suitable coaching model for your personal development or staff development. This list is not exhaustive, as there are many strongly supported coaching models which coaches can credibly use, however the following demonstrates just some of the best practices.
GROW Model (Goal, Reality, Options, Will or Way Forward)
The GROW model is a widely recognized and utilized coaching model that offers a systematic approach to help individuals and teams achieve their objectives. This model is primarily used by new coaches and supervisors using a coaching approach in the workplace, however it is fundamentally sound for coaching in all situations.
Understanding the model:
Goal: The first step in the GROW model involves establishing a clear and specific goal that the individual or team wishes to achieve. This entails defining the desired outcome and setting measurable, attainable, and time-bound targets.
Reality: The next phase requires a comprehensive assessment of the current situation. During this stage, the coach and coachee work together to identify existing resources, potential challenges, and any gaps between the current reality and the desired goal.
Options: In this stage, the focus shifts towards brainstorming various strategies and encourages creativity and critical thinking to identify multiple pathways to success.
Will or Way Forward: The final step in the GROW coaching methodology revolves around commitment and action. The coachee selects the most suitable options and develops a concrete action plan, outlining specific steps and deadlines. The coach's role is to ensure accountability, support, and motivation throughout the implementation process.
Who is this model for?
The GROW model is highly versatile and can be applied to the following contexts:
- Goal-setting for individuals seeking personal or professional growth
- Enhancing team management skills and driving team performance
- Facilitating career development and progression
View more about the GROW model from BOLDLY team here:
OSCAR Model (Outcome, Situation, Choices, Actions, Review)
The OSCAR model is another effective coaching framework that emphasizes a solution-oriented approach to tackle challenges and improve performance. Solution focused coaching is a well-researched fundamental of the coaching approach, as opposed to problem-focused styles such as counseling and therapy. In many ways it’s similar to the GROW principles, but with some nuanced differences.
Understanding the model:
Outcome: The initial stage of the OSCAR model involves establishing a desired outcome or objective. This step helps the coachee to clarify their goals and set realistic expectations for the coaching process.
Situation: In this phase, the coach and coachee work together to assess the current situation and identify any obstacles or challenges that may be hindering progress. This stage involves gathering relevant information, diagnosing issues, and understanding the context in which the problem exists.
Choices: The choices stage focuses on generating various options and solutions to address the identified issues. The coach encourages the coachee to think creatively and critically, considering multiple perspectives and potential pathways to achieve the desired outcome.
Actions: Once the most suitable choices have been identified, the coachee develops a detailed action plan outlining the specific steps required to implement the selected solutions. The coach's role is to support, motivate, and hold the coachee accountable throughout the execution process.
Review: The final step in the OSCAR model is a reflective evaluation of the implemented actions and their effectiveness in achieving the desired outcome. The coach and coachee assess the results, identify lessons learned, and make any necessary adjustments to refine and improve the approach.
Who is this model for?
The OSCAR model is particularly well-suited for:
- Finding solutions in complex situations
- Effective decision-making processes
- Performance improvement in individuals and teams
COACH Model (Connect, Outcome, Awareness, Course, Highlight)
The COACH model is a holistic coaching framework that emphasizes the importance of building strong relationships, fostering self-awareness, and developing actionable plans to achieve desired goals. This model ‘takes coaching up a level’ in that it refers to the whole relationship, not only a specific conversation or the anatomy of an individual session.
Understanding the model:
Connect: The first step in the COACH model involves establishing a strong rapport and trust between the coach and coachee. This stage focuses on active listening, empathy, and open communication to create a supportive and non-judgmental environment for the coaching process.
Outcome: In this phase, the coach works with the coachee to define specific and measurable goals or outcomes they wish to achieve. These objectives should be aligned with the individual's values, needs, and aspirations.
Awareness: The awareness stage is dedicated to helping the coachee gain deeper insights into their current situation, strengths, weaknesses, and potential blind spots. The coach employs various tools and techniques, such as powerful questioning and reflective exercises, to promote self-discovery and self-awareness.
Course: Once the coachee has gained a better understanding of their current state and desired outcome, the focus shifts towards developing a tailored action plan. This plan should outline clear steps, milestones, and resources required to achieve the set goals. The coach's role is to provide guidance, support, and accountability throughout the implementation process.
Highlight: The final stage of the COACH model involves reviewing and celebrating the progress made by the coachee. The coach and coachee reflect on the achievements, challenges, and learnings from the coaching journey, acknowledging growth and identifying areas for continued development.
Who is this model for?
The COACH model is particularly well-suited for:
- Building rapport and trust within coaching relationships
- Fostering self-awareness and personal growth in individuals
- Creating actionable plans for goal achievement
4D Appreciative Inquiry Model (Discover, Dream, Design, Destiny)
The 4D Appreciative Inquiry Model is an innovative and positive coaching approach that focuses on leveraging the strengths and potentials within individuals and organizations and consists of four stages. This model is based on the coach holding the coachee in the highest positive regard, so that they can build self-efficacy and confidence, while accessing deeper insights about their own career journey.
Understanding the model:
Discover: The first stage involves identifying and appreciating the existing strengths, assets, and positive aspects within an individual, team, or organization. This process includes gathering stories, experiences, and examples of past successes to build a foundation for future growth.
Dream: In this phase, the coach encourages the coachee or team members to envision their ideal future state, drawing inspiration from their discoveries in the previous stage. This step promotes creativity, optimism, and the development of a shared vision for the desired outcome.
Design: The design stage focuses on creating strategies, plans, and processes to transform the dream into reality. Participants collaborate to identify the necessary resources, skills, and actions required to achieve their envisioned goals while building on their existing strengths.
Destiny: The final stage of the Appreciative Inquiry Model involves implementing the designed strategies and plans, fostering a culture of continuous learning and improvement. The coach supports individuals and teams in taking ownership of their progress, celebrating achievements, and adapting their approach as needed.
Who is this model for?
The Appreciative Inquiry Model is particularly well-suited for the following:
- Organizational change and development initiatives
- Team building and enhancing collaboration within groups
- Fostering a positive work culture and improving employee engagement
You can find more information on other coaching models here.
Supplementary Coaching Techniques
Coaching techniques play a crucial role in enhancing the effectiveness of various coaching models. They serve as complementary tools that facilitate personal growth and goal achievement. These techniques coaches tailor their approach to each client's unique needs. By incorporating these methods into diverse coaching models like GROW, COACH and OSCAR, coaches can create a more dynamic, personalized, and impactful experience for their clients, ultimately leading to better outcomes and sustained progress.
Find the Right Coaching Model and Coach
The importance of selecting the right coaching model cannot be overstated, as it significantly impacts the effectiveness of the coaching process and the achievement of the client's needs and goals. The coaching model should be decided by the coach once they understand the coachees goals and style, and the coach can adjust their approach accordingly. In this way, it’s important to select a coach who isn’t ‘wedded’ to one way of coaching or a proprietary model.
As a coach or a coachee, it is essential to remain open to exploring and experimenting with different coaching models to find the best fit for your unique situation. By doing so, you can ensure a tailored and effective coaching experience that fosters growth, development, and success in your personal and professional endeavors. It is essential to know however that the coach is using coaching models that are evidence-based and grounded in academic theory, not simply marketing.
BOLDLY makes this selection possible by bringing together coaches and coachees of various skill levels and needs through our carefully organized marketplace. Get matched with a professional that’s exactly what you need when you need it. Talk to our team for more details.
About the Author:
Alexandra Lamb is an accomplished organisational development practitioner, with experience across APAC, North America, and MENA. With 20+ years in professional practice, conglomerates, and startups, she has collaborated with rapid-growth companies and industry innovators to develop leaders and high-performance teams. She is particularly experienced in talent strategy as a driver for business growth. Drawing from her experience in the fields of talent management, psychology, coaching, product development, and human-centred design, Alex prides herself on using commercial acumen to design talent solutions with true impact.
