The 7 Top Coaching Models You Need to Know as an Executive Coach

What are Coaching Models?

Coaching models are structured methodologies that enable you to provide support and growth within your teams. Acting as blueprints for coaching, each model offers distinct methods of guidance, with its own set of pros and cons, making them suitable for particular scenarios. 

It gives a clear outline or sequence of steps to be followed in the coaching process. Choosing the right model for your team can greatly impact determining between growth and stagnation.

Coaching models are:

• A detailed, step-by-step process
• Roadmaps used during real coaching sessions
• Structured yet flexible to individual client needs

Top 7 Coaching Models to Deploy as an Executive Coach 

Although this list doesn’t cover every coaching model, the ones mentioned are highly relevant in the context and can help the client get valuable skills. Having a basic understanding of each model can help you choose the most suitable coaching method for your needs.

1. GROW coaching model

The GROW model is a popular and effective coaching framework that helps clients set and achieve their goals.

The GROW coaching model, created in the late 1980s by business coaches Graham Alexander, Alan Fine, and Sir John Whitmore, aims to boost your confidence and motivate you to achieve professional goals, potentially improving your workplace productivity.

Each letter in GROW represents a step in your client’s journey. It consists of four stages:

1. Goals: Defining what the client wants to achieve.
2. Reality: Assessing the current situation and identifying obstacles.
3. Options: Exploring possible strategies and solutions.
4. Will: Determining the actions the client will take to achieve their goals.

The GROW model is highly effective when the client has a clear goal but needs guidance to achieve it. It’s especially useful in business or professional coaching, where measurable objectives are often involved. The model can be applied to performance improvement, career development, or personal growth, promoting self-reflection and action-oriented solutions. It’s a powerful tool for increasing self-awareness and overcoming challenges.

• A scenario-based example of GROW model

Situation: Performance improvement

Goal: A client, Sarah, wants to improve her sales performance to meet her quarterly targets.

Reality: During the coaching session, you discover Sarah is struggling to manage her time effectively and is overwhelmed by administrative tasks.

Options: You brainstorm potential solutions with Sarah, such as time management training, delegating administrative tasks, and using sales automation tools.

Will: Sarah commits to attending a time management workshop, delegating certain tasks to her assistant, and implementing a new CRM system. She sets specific milestones and deadlines for each step.

2. OSKAR coaching model

Introduced in 2002 by coaches Mark McKergow and Paul Z. Jackson, the OSKAR Coaching Model shares similarities with GROW but focuses on giving teams time to reflect on their achievements.

OSKAR represents Outcome, Scale, Know-how, Affirmation, Action, and Review. You can apply this model by following the steps outlined below:

• Outcome: You help the client define the desired result by setting SMART goals, which provide clear direction and eliminate distractions.
• Scaling: You and the client assess the feasibility and potential impact of the goal, ensuring it aligns with the client’s broader plans.
• Know-how and resources: Together, you identify the skills and resources required to achieve the goal, including mentoring, training, or access to specific tools.
• Affirmation and action: You will support the client in affirming strengths and beliefs, and together you create an action plan detailing steps and deadlines.
• Review: Regular progress reviews help you and the client to identify obstacles, adjust the action plan as needed, and ensure continued progress towards the goal.

Developed by Mark McKergow and Paul Z. Jackson, the OSKAR model is a solution-focused coaching approach ideal for clients who understand their challenges but seek assistance in finding solutions. It highlights the clients’ strengths and resources, making it a tool that empowers them. The OSKAR model finds application in various contexts such as business, education, and personal development coaching.

• A scenario-based example of OSKAR model

Situation: Career development

Outcome: John, a marketing executive, wants to advance to a managerial position within the next year.

Scaling: John rates his current readiness for the managerial role at 6 out of 10. You discuss what would move him closer to a 10.

Know-how and resources: John identifies that he needs leadership training and mentorship from a current manager.

Affirmation and action: You affirm John’s existing skills and help him create an action plan, including enrolling in a leadership course and setting up monthly meetings with a mentor.

Review: Regular check-ins are scheduled to review John’s progress, address any challenges, and adjust the plan as needed.

3. CLEAR coaching model

The CLEAR model, created by Peter Hawkins in 1985, centers on promoting personal transformation in clients to support their achievement of professional goals through multiple coaching sessions. It stands for:

• Contracting – Setting the terms, expectations, and structure of the coaching relationship.
• Listening – Attentively understanding the client’s situation.
• Exploring – Digging deeper into the client’s challenges and aspirations.
• Action – Committing to specific actions to reach the goal.
• Review – Reflecting on and evaluating the client’s progress and any changes in their circumstances.

This coaching approach is focused on the process, highlighting the development of rapport and trust between you and the client. It is particularly suitable for those working with clients who are new to coaching or hesitant to discuss their challenges openly.

It starts with establishing a clear agreement. The model emphasizes transparent communication, comprehensive exploration, and proactive steps. It is mainly effective for developing enduring strategies and tackling intricate challenges.

• A scenario-based example of CLEAR model

Situation: Transition to a new role

Contracting: You agree with Emma, who is transitioning to a new role, on the goals, expectations, and frequency of coaching sessions.

Listening: You listen to Emma’s concerns about the new role, her excitement, and her fears.

Exploring: You explore Emma’s strengths, past experiences, and the specific challenges she anticipates in her new role.

Action: Emma decides to shadow a colleague in a similar role, attend relevant training, and set up bi-weekly check-ins with her new manager.

Review: You and Emma review her progress after one month, reflecting on what’s working well and what needs adjustment.

4. STEPPA coaching model

The STEPPA coaching model, introduced by Angus McLeod in 2003, is designed to draw upon the emotional context of a situation to set new goals. It comes in use when clients face obstacles stemming from complex or challenging emotions that hinder their progress.

STEPPA stands for:

• Subject – Identify the topic the client wants to address.
• Target – Support the client in establishing a Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goal.
• Emotion – Explore the client’s emotional reactions to the issue and goal.
• Perception – Examine the client’s understanding of the situation, challenges, and available resources.
• Plan – Assist the client in developing a detailed action plan to achieve their goal.
• Act – The client executes their action plan.
• Assess – Both you and the client evaluate the outcomes of the actions and make adjustments to the plan as needed.

The STEPPA model is versatile across various coaching contexts, including life, business, and sports coaching. It integrates smoothly with other coaching methodologies, offering a structured framework to help clients consistently make strides toward their goals.

• A scenario-based example of STEPPA model

Situation: Overcoming emotional barriers

Subject: Mark, a project manager, is feeling demotivated due to recent project failures.

Target: Mark sets a goal to regain his motivation and lead his team to success in the upcoming project.

Emotion: You explore Mark’s feelings of disappointment and fear of failure.

Perception: Mark realizes that his fear stems from a lack of confidence in his leadership skills.

Plan: Mark decides to seek feedback from his team, participate in a leadership development program, and practice mindfulness to manage stress.

Act: Mark implements his action plan and begins to see improvement in his motivation and team dynamics.

Assess: You assess the outcomes with Mark, making any necessary adjustments to his plan to ensure continued progress.

5. FUEL coaching model

The FUEL coaching model, detailed in John Zenger and Kathleen Stinnett’s book “The Extraordinary Coach: How the Best Leaders Help Others Grow,” was designed to help you excel in asking open-ended questions. It’s tailored for clients who would benefit greatly from a deep analysis of their situation.

FUEL stands for Frame the Conversation, Understand the Current State, Explore the Desired Goal, and Lay Out the Plan.

• Frame the conversation: You and the client establish the purpose, process, and desired outcomes of your coaching relationship.
• Understand the current state: You will use open-ended questions to uncover the client’s current situation, values, strengths, and available resources. You also identify any weaknesses or obstacles hindering the client’s progress toward their goals.
• Explore the desired goal: Together, you help your client envision their ideal future and set SMART goals. They discuss various strategies and approaches to achieve these objectives.
• Lay out the plan: Once goals and strategies are chosen, the client develops an action plan detailing specific steps and timelines. 
• Key performance indicators (KPIs) are established to monitor progress, with you providing ongoing feedback and support.

This model helps you form a clear goal for your coaching sessions and empowers your clients to take responsibility for their own growth moving forward.

• A scenario-based example of STEPPA model

Situation: Enhancing team collaboration

Frame the conversation: You establish with Lisa, a team leader, that the goal is to improve team collaboration and communication.

Understand the current state: Lisa shares that her team is experiencing conflicts and communication breakdowns.

Explore the desired goal: Together, you envision a cohesive team where members communicate openly and resolve conflicts constructively.

Lay out the plan: Lisa decides to implement regular team-building activities, establish clear communication protocols, and offer conflict resolution training. KPIs include improved team feedback scores and reduced conflict incidents.

6. ACHIEVE coaching model

The ACHIEVE coaching and mentoring model was developed by The Coaching Centre (Dembkowski and Eldridge, 2003), building upon the foundations of the GROW model. It is inspired by leading thinkers such as Alan Fine, Graham Alexander and John Whitmore.

• Assess – Conduct a thorough analysis of the current situation, focusing on the client’s strengths, weaknesses, and available resources.
• Collaborate on strategies – Engage in creative brainstorming with the client to explore various approaches and solutions to achieve their goal.
• Hone goals – Assist the client in refining their overarching objectives into specific, measurable, achievable, relevant, and time-bound (SMART) targets.
• Implement actions – Support the client in taking concrete steps and initiatives identified during the brainstorming phase.
• Evaluate progress – Regularly monitor and assess the client’s advancement towards their goals through consistent check-ins.
• Validate and adjust plan – Based on evaluation results, validate or modify the client’s plan to ensure it aligns effectively with their objectives.
• Encourage sustained effort – Motivate the client to maintain momentum and continue progressing towards their desired outcomes.

The ACHIEVE model is a versatile and flexible coaching approach that improves self-awareness and drives personal growth. It promotes active involvement from the client in generating solutions and refining goals. This model proves effective in both personal and professional coaching contexts, particularly for boosting motivation, confidence, and goal attainment.

• A scenario-based example of ACHIEVE model

Situation: Increasing productivity

Assess: You and Tom, a software developer, analyze his current productivity levels and identify time management as a key area for improvement.

Collaborate on strategies: Together, you brainstorm strategies like the Pomodoro Technique, prioritizing tasks, and using productivity tools.

Hone goals: Tom sets a SMART goal to increase his output by 20% over the next quarter.

Implement actions: Tom starts using the Pomodoro Technique and a task management app to track his work.

Evaluate progress: Regular check-ins show Tom’s productivity has increased by 15% in the first month.

Validate and adjust plan: Based on this progress, you and Tom adjust the plan to incorporate additional techniques for further improvement.

Encourage sustained effort: You continue to motivate Tom, celebrating his successes and encouraging ongoing use of the new strategies.

7. WOOP coaching model

Psychologist Gabriele Oettingen developed the WOOP model as a straightforward yet powerful technique to assist clients in finding and fulfilling their goals. The model operates on the principle that clarity about one’s objectives can significantly improve motivation to pursue and achieve them.

WOOP stands for:

Wish: You will ask the client questions to determine what they want to achieve within the workplace.

Outcome: Once goals are set, you will help the client imagine how achieving them will improve their work life, motivating them to stay on track.

Obstacles: Next, you help the client identify specific challenges they may face, focusing on those within their control.

Plan: Lastly, you will assist in creating a detailed plan with actionable steps and deadlines, ensuring progress towards goals with scheduled check-ins.

The WOOP coaching model focuses on understanding how cognition, emotions, and behaviors influence clients. The model guides you to focus on the mental contrast between the client’s current situation and their desired future, motivating them to pursue their goals with vigor. Most importantly, it helps clients identify career aspirations and develop the necessary strategies to pave the way for success.

• A scenario-based example of WOOP model

Situation: Achieving work-life balance

Wish: Jane, a senior analyst, wishes to achieve a better work-life balance.

Outcome: Jane imagines having more time for her family and personal interests, leading to increased overall happiness and productivity at work.

Obstacles: Jane identifies her main challenges as long working hours and an inability to delegate tasks.

Plan: You help Jane create a plan that includes setting strict work hours, delegating certain responsibilities to her team, and scheduling regular personal time. Check-ins are scheduled to monitor her progress.

These scenarios illustrate how each coaching model can be applied to different professional situations, helping clients achieve their goals effectively.

Benefits of Coaching Models for Organizations

Workplace coaching is a collaborative process designed to support professional development and enhance organizational growth.

It involves a partnership between you and the client, where you provide guidance, support, and feedback to help the client achieve their professional goals. This process is key for creating a positive client experience and fostering a culture of continuous improvement within the organization.

Coaching in the workplace is not just about addressing performance issues but also about unlocking potential, building skills, and promoting personal and professional growth. By investing in coaching, organizations can improve their overall performance, increase client engagement, and drive long-term success.

Using coaching models in the workplace can offer numerous benefits such as:

1. Clarifies paths for professional and personal development: Coaching models provide a structured approach to setting and achieving goals, helping clients understand the steps needed for their development.
2. Teaches new skills and reinforces existing knowledge: Through coaching, clients can learn new skills and enhance their existing capabilities, making them more effective in their roles.
3. Improves overall worker performance and contributes to company success: Coaching helps clients improve their performance, which in turn contributes to the overall success of the organization.
4. Increases productivity, efficiency, and client engagement: By providing clients with the tools and support they need to succeed, you can boost their productivity and efficiency, as well as increase engagement and job satisfaction.
5. Strengthens stress management, resilience, and continuous improvement: Coaching helps clients develop better stress management and resilience, which are crucial for maintaining high-performance levels.
6. Facilitates leadership development and promotes open communication: Coaching is essential for developing future leaders and promoting a culture of open and effective communication within the organization.

Using effective coaching models provides you with a clearer roadmap for promoting your client’s professional growth. Each model offers unique teaching methods and may focus on different aspects of a client’s career, yet all play a large role in improving overall worker performance. 

By guiding clients towards meaningful development opportunities, you can help them acquire new skills and knowledge that shape their productivity in their roles, ultimately benefiting the company as a whole.

However, determining this can be challenging without a means to measure clients’ performance post-coaching. This is where Simply.Coach proves invaluable.

Simply.Coach is designed to manage all facets of your coaching practice, consisting of client management and business management. It helps with scheduling sessions, note-taking, goal setting, progress tracking, stakeholder integration, reporting, invoicing, payments, and beyond.

Loaded with many customizable features, Simply.Coach helps you to fine-tune your coaching approach for healthy client progress. 

Schedule a free demo today to see how Simply.Coach can help upgrade your coaching operations for now and into the future.