Executive Coaching Models Theories You Need to Know

Executive coaching models theories are the best tools for executive coaches to help transform their clients’ professional lives. When an executive coach selects an impactful executive coaching model theory and employs it in a coaching session, it improves the life of an executive or a manager, boosts their leadership qualities and performance in the organization, and consequently increases the revenue of the client’s organization. 

In today’s post, we cover what executive coaching is, why executive coaches need coaching models, and executive coaching models theories.

What is executive coaching?

Executive coaching involves helping executives and managers become more effective in their profession. It involves a series of sessions between an executive or a manager and an external coach. The goal of executive coaching is to guide people and equip them with the necessary knowledge to develop themselves and become more effective.

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Why do coaches need coaching models?

Coaching models are frameworks, consisting of different steps or components, that coaches use when coaching someone. A coaching model gives coaches an underlying structure to get their clients from point A to point B. In other words, coaching models give coaches plans for coaching sessions with clients. Coaches need them because they need to have a framework for conducting a successful session and keep a conversation flowing. Coaching models ensure coaches stay focused, follow all the necessary steps, and have better interaction with clients.

Executive coaching models theories

If you are an executive coach or aspire to be, you need to know about the following executive coaching models theories

  1. GROW Model

Developed by Sir John Whitmore, the GROW Model is one of the most popular and widely used executive coaching models theories. The model focuses on problem-solving and goal-setting. This all-encompassing coaching model provides you a framework for overall coaching structure and one-on-one sessions with clients. Clients can also use it in their daily lives. The GROW Model stands for:

  • Goal – Begin by setting a realistic short-term or long-term goal.
  • Reality – Determine where you currently are in relation to your goal. 
  • Options – Explore different options and different routes to reach your goals.
  • Way Forward – Select the best route and develop a plan of action to achieve success. 

When using this model, executive coaches need to ask open-ended questions, listen to, and explore their clients’ vision. They can brainstorm with their clients to answer important questions and reach their goals themselves. 

  1. Action-Centered Leadership Model

The Action-Centered Leadership model was proposed by John Adair. This executive coaching model theory is effective for all levels of executive leadership. This model focuses on three key responsibility areas:

  • Task Achievement – This revolves around the task achievement by an executive client in their leadership role. It also involves how an executive or a manager performs in getting their team to achieve objectives or closer to achieving objectives by identifying goals, developing effective strategies to achieve goals, allocating resources, and so on.
  • Team Formation/Upkeep – A great team works for the achievement of a common goal and functions as a unified entity. Executives and managers build an effective team through setting standards, managing conflicts, giving constructive feedback, encouraging communication, and so on.
  • Individual Development – A leader’s job is to contribute to the individual development of each unit in the team. He/she must dedicate enough time and resources to address each unit’s personal needs. It helps in aligning the motivation and direction of each member with the team as a whole.
  1. Player vs Victim Framework

This framework is derived from a world-famous executive coach Fred Kofman. According to Kofman, two vectors exist in any situation – the set of causes that are in your control and those that aren’t in your control. When something occurs, a client may either blame something or choose to accept responsibility. 

This model helps clients choose responsibility and focus on what they can control to proactively solve a problem. It helps clients never to make the same mistake again or proactively make a different and better decision. 

As executives or managers need executive coaches to transform their leadership skills and achieve professional excellence, executive coaches need executive coaching models theories to guide them as they guide their clients. If you want to be a better executive coach, choose one of the best executive coaching models to achieve the desired outcome for yourself as well as for your client. 

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