Business Coaching Models: How to Choose The Best One

Like there are many counseling models or approaches used by therapists today, so there are also business coaching models for coaches to use to help clients achieve the best results.

Business Coaching Models: How to Choose The Best One
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Define Coaching Model

The coaching model is a method by which an individual is moved from their current position to where they desire to be. It is an underlying structure of the knowledge, skills, and tools you use when you coach an individual.

Choosing The Ideal Business Coaching Models

Because various models or approaches exist today in the coaching field, It is essential to know the coaching models that are best suited for your client. Sometimes your client may not respond well to a particular coaching approach and so.
Let us look at the different types of business coaching models that are available today.

1. G.R.O.W. Coaching Model
This is the most widely known and used model in coaching and originally identified by Sir John Whitmore, a pioneer of the executive coaching industry. The GROW represents four stages in the coaching conversation: (Goal, Reality, Options, Way Forward/Will). The coach helps the person being coached articulate a concise goal. Next, the client (coachee) describes his or her current situation, (Reality) and followed by figuring out choices (Options) and next steps. Ultimately, the client identifies and selects one or more options to use in an action plan (Wrap up/Way forward).

2. T.G.R.O.W. Coaching Model – is a variation of the GROW model, adapted by Myles Downey. The T stands for Topic; in other words, it is the broad area that your client wants to address. The rest of the T.G.R.O.W. coaching model follows the traditional GROW structure.

• Topic – Has to do with clarification and exploration of the topic
• Goal – the setting of specific goals – long/medium/short term and for the session itself
• Reality – understanding where the client is now in relation to their goals?
• Options – exploring options for moving forward
• Will/Way Forward – identifying and agreeing of specific action

3. O.S.K.A.R. Coaching Model
This model was designed by Karen Whittleworth and Andrew Gilbert to provide a flexible developmental framework for individuals in managerial positions to develop the skills and knowledge of their team. It builds upon the original GROW Model of coaching. The five stages of O.S.K.A.R.

• Outcome -First, the coach and the client or coachee should discuss the issue and then brainstorm to identify the desired outcome of the session and the long-term goals of the coachee.

• Scaling – This step would be to ascertain the current skill or knowledge level of the client and encourage discussion as to why they are at that level. This usually occurs within a team setting.

• Know-How – What skills/knowledge/attributes do you currently have that will help you? Basically, finding out what resources is at the client’s disposal to attain their outcome.

• Affirm & Action – this is about providing positive reinforcement of what you have heard…reflecting back constructive comments about some of the key strengths and attributes, your client has revealed.

• Review – This final stage of the O.S.K.A.R. coaching model is for reviewing progress against actions and is, therefore, most likely to take place at the beginning of the subsequent coaching session.

The O.S.K.A.R. coaching model is a robust framework to help your coaching sessions focus on solutions rather than the problem.

4. CLEAR Coaching Model
The CLEAR coaching model was developed by Peter Hawkins in the early ’80s and is an acronym for
• Contracting – The Model is useful for generating ideas, assisting a client see a situation differently, or identifying and assessing possible alternatives.

• Listening – Using active listening and interventions and helping clients develop their understanding of the situation and generate personal insight.

• Exploring – In this step, you are helping your clients explore the personal impact the situation is having on them and challenging them to think through possibilities for future action in resolving the situation.

• Action – At this stage, you are supporting the coachee in choosing a way ahead and deciding the next step.

•Review – Closing the session, reinforcing ground covered, decisions made, and value added. Wherever possible, the client summarizes her actions, insights, and self-reflection at this stage.

In conclusion, I would state that all these coaching models are extremely capable of coaching models and useful in business coaching. To be able to determine the best business coaching models for your practice, you may have to try different models to recognize the one(s) that best suits your clients’ needs.

By the way… you’re invited to claim your FREE step-by-step “30-Days to Become a Coach” video toolkit. Just go HERE now to get your 30-day coaching blueprint videos.

Peggy Adegoke
Life Coach
Writer, Coaches Training Blog community

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