10 Best Coaching Models: Examples & Styles 2025

Did you know that over 77% of coaching clients report that coaching significantly improves their work performance, relationships, and communication skills?But without a structured approach, coaching sessions can feel unorganized, making it harder for your clients to see real progress. That’s where coaching models come in—they provide a clear coaching methodology to guide your clients toward meaningful transformation.

As a coach, whether you specialize in executive coaching, business coaching, or leadership coaching, using a proven coaching model ensures your sessions stay structured, impactful, and goal-oriented. In this guide, you’ll discover 10 powerful coaching model examples and styles, how to apply them in your practice, and how to choose the one that best fits your coaching style.

What Are Coaching Models?

A coaching model is a structured framework that helps you guide your clients through a clear, goal-oriented coaching process. It provides a step-by-step methodology to ensure your sessions remain focused, actionable, and results-driven. Without a structured coaching model, sessions can become inconsistent, making it harder for clients to stay on track and achieve their goals.

Different coaching methodologies serve different purposes depending on your coaching focus. For example:

• Executive coaching models help leaders enhance decision-making and performance.
• Life coaching models focus on personal development, mindset shifts, and achieving life goals.
• Business coaching models drive entrepreneurship success and leadership growth.
• Team coaching models improve collaboration, communication, and workplace culture.
• Leadership coaching models help individuals develop key leadership skills, build resilience, and drive team success.

By choosing the right coaching model, you ensure your clients receive structured, measurable, and impactful guidance tailored to their specific needs.

The 10 Best Coaching Models (Detailed Breakdown)

Using a structured coaching methodology can significantly improve your coaching effectiveness, ensuring your clients experience measurable growth and transformation. Below are 10 of the most powerful coaching models, with step-by-step breakdowns and real-world applications.

1. GROW model (Goal, Reality, Options, Will)

The GROW model is one of the most widely used coaching methodologies for goal-setting and problem-solving. Developed by Graham Alexander, Alan Fine, and Sir John Whitmore in the 1980s, this model provides a structured yet flexible approach to helping clients clarify their goals, assess their current situation, explore possible solutions, and take decisive action.

Goal – Help your client define a clear, specific, and measurable goal.

• Example questions: What do you want to achieve? What would success look like?

Reality – Assess your client’s current situation, challenges, and resources.

• Where are you now in relation to your goal? What obstacles are in your way?

Options – Brainstorm possible solutions and strategies to move forward.

• What different approaches could you take? What has worked for you in the past?

Will (Way forward) – Determine the next steps and commit to an action plan.

• What actions will you take first? How will you stay accountable?

Practical example

Scenario	Executive coaching for career growth
Client	Sarah, a mid-level manager aiming for a senior leadership position.
Goal	Get promoted to an executive leadership role within a year.
Reality	Lacks visibility and cross-functional experience.
Options	Seek mentorship, lead high-visibility projects, enroll in executive training programs.
Will	Commit to presenting a strategic initiative to senior leadership within three months and enrol in an executive coaching program.

2. OSKAR model (Outcome, Scaling, Know-how, Action, Review)

The OSKAR model is a solution-focused coaching methodology that helps clients shift their mindset from problems to possibilities. Developed by Mark McKergow and Paul Z. Jackson in 2002, this model is designed to highlight your client’s strengths, resources, and past successes, rather than focusing on obstacles. It is particularly effective when coaching clients who need clarity and structured guidance to achieve their goals.

Outcome – Help your client define their desired result by setting clear, SMART goals.

• What do you want to achieve? What will success look like for you?

Scaling – Have your client assess their current progress toward the goal on a scale of 1 to 10.

• Where do you rate yourself right now? What would it take to move one step higher on the scale?

Know-how and resources – Identify the skills, experiences, and support systems your client can leverage to reach their goal.

• What past experiences have helped you in similar situations? What resources do you already have that can support you?

Action – Work with your client to develop an actionable, step-by-step plan for reaching their goal.

• What are the next steps you will take? How will you stay accountable?

Review – Schedule regular check-ins to assess progress, address challenges, and refine the action plan as needed.

• What progress have you made since our last session? What adjustments need to be made?

Practical example

Scenario	Career transition coaching
Client	John, a marketing executive looking to transition into a leadership role.
Outcome	Secure a senior management position within six months.
Scaling	Rates his leadership readiness as 5/10.
Know-how and resources	Has strong marketing expertise but lacks leadership experience.
Action	Take a leadership development course, seek mentorship from a senior executive, and lead a high-profile project.
Review	Monthly check-ins to track progress and adjust strategies.

3. CLEAR model (Contracting, Listening, Exploring, Action, Review)

The CLEAR model is a relationship-driven coaching framework that emphasizes deep listening and structured dialogue to guide clients toward transformation. Created by Peter Hawkins in 1985, this model is particularly effective in executive coaching and leadership development, where fostering self-awareness and behavioral change is essential.

Contracting – Establish the objectives, expectations, and structure of the coaching engagement.

• What do you want to achieve through coaching? How will we measure success?

Listening – Engage in active listening to fully understand your client’s challenges, emotions, and aspirations.

• What concerns or obstacles are you facing? What emotions are tied to these challenges?

Exploring – Help your client reflect on their strengths, experiences, and thought patterns to uncover new insights.

• What alternative perspectives could you consider? How have you handled similar situations in the past?

Action – Work with your client to define clear, achievable action steps based on the insights gained.

• What steps can you take to move forward? How will you ensure follow-through?

Review – Reflect on progress, celebrate wins, and refine the coaching plan as needed.

• What has improved since we started coaching? What still needs adjustment?

Practical example

Scenario	Executive coaching for leadership development
Client	Emma, a newly promoted director struggling with team management.
Contracting	Define key leadership skills Emma wants to develop.
Listening	Explore Emma’s concerns about managing a larger team and her leadership insecurities.
Exploring	Reflect on past successes and identify areas for improvement.
Action	Implement structured one-on-one meetings, delegate effectively, and seek peer feedback.
Review	Conduct quarterly reviews to track progress and make necessary adjustments.

4. STEPPA model (Subject, Target, Emotion, Perception, Plan, Act)

The STEPPA model, developed by Angus McLeod, is a goal-oriented coaching methodology that helps you guide clients through both rational decision-making and emotional processing. This model is particularly effective when working with clients who struggle with emotional barriers, self-doubt, or fear of change. By addressing both the logical and emotional aspects of a goal, you can help clients gain clarity, confidence, and a structured action plan.

Subject – Identify the key issue or challenge your client wants to address.

• What specific issue do you want to focus on? Why is this important to you right now?

Target – Define a clear, measurable, and time-bound goal for the coaching process.

• What do you want to achieve? How will you measure success?

Emotion – Explore the emotional connection to the goal and its impact on motivation.

• How do you feel about this challenge? What emotions are driving or holding you back?

Perception – Help your client analyze their thought patterns, limiting beliefs, and external perspectives.

• What assumptions are you making? How might someone else view this situation?

Plan – Develop a step-by-step action plan to move forward.

• What steps will you take to reach your goal? What support or resources do you need?

Act – Implement the plan and establish accountability checkpoints to track progress.

• What actions will you commit to this week? How will you hold yourself accountable?

Practical example

Scenario	Coaching for overcoming self-doubt
Client	Mark, a project manager struggling with confidence after a recent setback.
Subject	Regaining confidence and improving leadership skills.
Target	Lead a successful team project within the next three months.
Emotion	Feels anxious and hesitant to take charge due to past mistakes.
Perception	Assumes his team lacks confidence in him, despite no negative feedback.
Plan	Work with a mentor, delegate tasks more effectively, and set clear leadership goals.
Act	Begin implementing feedback techniques, conduct team check-ins, and monitor progress.

5. FUEL model (Frame, Understand, Explore, Layout)

The FUEL model, developed by John Zenger and Kathleen Stinnett, is a high-impact coaching methodology designed to help you facilitate meaningful conversations and drive performance improvement. It is particularly useful for executive coaching, leadership coaching, and performance coaching, as it focuses on clarity, collaboration, and structured problem-solving.

Frame – Set the context, expectations, and desired outcomes for the coaching session.

• What do you want to achieve from this coaching conversation? How will we know if this session is successful?

Understand – Help your client analyze their current challenges, opportunities, and obstacles.

• What challenges are you currently facing? What strengths can you leverage?

Explore – Encourage your client to think big, set clear objectives, and explore multiple solutions.

• What would your ideal outcome look like? What are some possible ways to achieve it?

Layout – Develop a structured action plan with measurable steps and ensure commitment.

• What specific actions will you take first? How will you track progress and stay accountable?

Practical example

Scenario	Performance coaching for leadership growth
Client	Lisa, a mid-level executive looking to improve team communication.
Frame	Set a goal to enhance team collaboration and feedback culture.
Understand	Identifies that unclear expectations are causing miscommunication.
Explore	Brainstorms solutions like structured team meetings and leadership workshops.
Layout	Implements a new communication framework and schedules weekly feedback sessions.

6. ACHIEVE model (Assess, Collaborate, Hone Goals, Implement Actions, Evaluate)

The ACHIEVE model, developed by Dembkowski and Eldridge in 2003, is a goal-oriented coaching methodology that builds on the GROW Model while adding more structure and evaluation. This model is particularly useful when working with clients who need a step-by-step framework for goal-setting, execution, and long-term success.

Assess – Analyze your client’s current situation, strengths, and challenges.

• Where are you right now in relation to your goal? What strengths can you leverage?

Collaborate – Brainstorm potential approaches and solutions with your client.

• What are the possible ways to achieve your goal? What strategies have worked for you in the past?

Hone goals – Refine the goal into a clear, specific, and measurable objective.

• How can we make this goal more actionable? What does success look like for you?

Implement actions – Develop a structured plan with actionable steps.

• What steps will you take first? What resources or support do you need?

Evaluate progress – Monitor progress through consistent reviews and adjustments.

• What progress have you made so far? What needs to be adjusted?

Practical example

Scenario	Coaching for business growth
Client	Tom, a small business owner struggling with sales growth.
Assess	Currently relying on word-of-mouth referrals with no structured sales plan.
Collaborate	Brainstorm strategies like digital marketing, networking events, and partnership collaborations.
Hone Goals	Set a goal to increase monthly sales by 30% within six months.
Implement Actions	Launch a marketing campaign, optimize sales funnels, and implement referral incentives.
Evaluate	Track sales growth through monthly reports and adjust strategies as needed.

7. WOOP model (Wish, Outcome, Obstacles, Plan)

The WOOP model, developed by psychologist Gabriele Oettingen, is a science-backed coaching methodology based on mental contrasting. It helps clients turn their dreams into actionable goals by addressing obstacles in advance and building realistic strategies. This model is especially useful when coaching clients who struggle with motivation, procrastination, or fear of failure.

Wish – Help your client define a strong, meaningful aspiration.

• What do you deeply wish for? If anything were possible, what would you want to achieve?

Outcome – Guide your client to visualize the best possible result.

• What would achieving this goal mean for you? How would it impact your life or career?

Obstacles – Identify internal and external barriers that could prevent success.

• What challenges might you face? What personal habits or beliefs could hold you back?

Plan – Develop a concrete action plan to overcome obstacles and move forward.

• What steps will you take first? How will you handle setbacks?

Practical example

Scenario	Coaching for personal growth
Client	Jane, a professional looking to transition into entrepreneurship.
Wish	Start her own online coaching business.
Outcome	Gain financial freedom, work with clients globally, and build an impactful brand.
Obstacles	Fear of instability, lack of business knowledge, and self-doubt.
Plan	Take a business course, build a financial safety net, and create a launch strategy.

8. CIGAR model (Current Reality, Ideal, Gaps, Action, Review)

The CIGAR model is a results-driven coaching methodology designed to help your clients move from their current state to an ideal future state by identifying gaps and implementing structured actions. It is particularly effective in executive coaching, leadership development, and performance improvement.

Current reality – Assess your client’s present situation, challenges, and performance levels.

• Where are you now in relation to your goal? What challenges are holding you back?

Ideal – Define the best possible outcome that your client wants to achieve.

• What does success look like for you? What changes would make the biggest impact?

Gaps – Identify the differences between the current reality and the ideal state.

• What skills, knowledge, or resources do you need to close this gap? What patterns or behaviors need to change?

Action – Develop a step-by-step strategy to bridge the gap.

• What specific actions will you take? What resources or support do you need?

Review – Continuously monitor progress, challenges, and adjustments needed.

• What progress have you made? What needs to be refined or improved?

Practical example

Scenario	Coaching for leadership development
Client	David, a senior manager struggling with team motivation.
Current Reality	Low team engagement, unclear communication, and declining performance.
Ideal	A motivated, high-performing team with clear goals and accountability.
Gaps	Needs better leadership communication and delegation skills.
Action	Implement leadership training, improve team feedback structure, and set clear performance KPIs.
Review	Conduct monthly team check-ins and adjust leadership strategies as needed.

9. TGROW Model (Topic, Goal, Reality, Options, Will)

The TGROW model is a refined version of the GROW Model, adding a preliminary step to define the coaching topic before setting goals. This makes it especially useful for career coaching, executive coaching, and structured mentoring where clients may not have a clearly defined goal at the start.

Topic – Identify the specific area your client wants to focus on in the session.

• What challenge or opportunity do you want to explore today? What area of your life or work needs improvement?

Goal – Define a specific, measurable goal that aligns with the topic.

• What do you want to achieve? How will you know when you’ve succeeded?

Reality – Analyze your client’s current situation, obstacles, and available resources.

• What is happening right now? What has prevented progress in the past?

Options – Explore different strategies, solutions, and possible actions.

• What are some possible ways to move forward? What has worked for you before?

Will – Commit to an action plan and set accountability measures.

• What will you do first? How will you ensure follow-through?

Practical example

Scenario	Coaching for career transition
Client	Rachel, a marketing professional looking to switch to a tech career.
Topic	Career change and skill development.
Goal	Secure a new job in the tech industry within six months.
Reality	Lacks technical skills and a strong professional network in tech.
Options	Take online courses, attend networking events, and seek mentorship.
Will	Complete a tech certification, update her resume, and apply to five jobs per week.

10. FAIR model (Frame, Awareness, Insight, Results)

The FAIR model is a reflection-based coaching methodology that helps your clients gain clarity, increase self-awareness, and make informed decisions. It is particularly effective in leadership coaching, executive coaching, and personal development, where deep reflection leads to transformative change.

Frame – Establish the coaching agenda and define the session’s purpose.

• What challenge or goal do you want to focus on today? What outcome would make this session valuable for you?

Awareness – Help your client explore their current thoughts, emotions, and perspectives.

• What are you noticing about this situation? What assumptions might you be making?

Insight – Encourage deeper reflection to uncover new perspectives and solutions.

• What is the key lesson you’re taking away from this? How does this shift your thinking?

Results – Guide your client to translate insights into action and track progress.

• What specific action will you take based on today’s conversation? How will you measure success?

Practical example

Scenario	Coaching for strategic decision-making
Client	James, a startup founder struggling with a major business decision.
Frame	Wants clarity on whether to expand his business or focus on stability.
Awareness	Recognizes fear of risk and uncertainty is influencing his decision.
Insight	Realizes that data-driven decision-making can mitigate risks.
Results	Commits to analyzing market trends, consulting mentors, and making an informed choice within one month.

5 Coaching Styles to Use in the Workplace

As a coach, understanding different coaching styles is key to adapting your approach to each client’s unique needs. Each style offers a different way to guide your clients, helping you make a bigger impact and create measurable results. Here’s an overview of 5 coaching styles and when to use them:

1. Directive coaching

In directive coaching, you take a more active, instructive role by offering clear guidance, advice, and solutions. This style focuses on giving your client direct answers, with you steering the conversation.

When to use: Use this style when your client needs immediate direction or has limited experience in the area you’re coaching. It’s perfect for situations where there’s a clear path forward and quick decisions are required, such as crisis management or when a client is unfamiliar with a specific task or process.

2. Nondirective/facilitative coaching

Nondirective coaching focuses on open-ended questioning and deep listening, allowing your client to explore their own thoughts and discover solutions. Rather than telling them what to do, you guide them to self-discovery.

When to use: This style works best when your client is looking for personal growth or needs to build critical thinking and problem-solving skills. It’s ideal when you’re coaching clients who have experience but need help uncovering their own solutions, such as leadership development or career transition coaching.

3. Autocratic coaching

In autocratic coaching, you take full control of the session, making decisions and giving specific instructions. This style is more top-down, where you provide clear directives and expect compliance.

When to use: This style is effective when your client needs fast decision-making and lacks the expertise to make choices independently. It’s useful in high-pressure situations or when your client has little experience in the area at hand, such as in a management crisis or when coaching a new employee on company procedures.

4. Democratic/collaborative coaching

Democratic coaching is about collaboration. You team up with your client, gathering their input and working together to make decisions. It’s a highly participative style, where you value your client’s ideas and ensure they are involved in the decision-making process.

When to use: This style is most effective when you want to build consensus, foster teamwork, or empower your client to take ownership of the coaching process. It’s great for leadership coaching or situations where the client’s perspective is crucial, such as team management or conflict resolution.

5. Laissez-Faire coaching

Laissez-faire coaching is hands-off. As a coach, you give your client the freedom to take the lead, stepping in only when necessary. You empower your clients to drive their own development, providing minimal guidance.When to use: This style is best used with clients who are highly motivated and experienced. They are capable of making decisions on their own and don’t require much intervention. It’s ideal for self-directed leaders or those who are confident in their abilities, such as senior executives or entrepreneurs.

Benefits of Using Coaching Models

Implementing a structured coaching model in your practice not only enhances your effectiveness as a coach but also ensures that your clients stay engaged, accountable, and on track toward their goals.

1. Improved client progress tracking

Using a structured coaching model allows you to track your client’s growth and measure progress effectively. Instead of relying on subjective feedback, you can document key milestones, identify gaps, and adjust strategies to ensure clients stay on the right path. Models like GROW or OSKAR provide a clear roadmap, making it easier to evaluate success at every stage.

2. Increased coaching efficiency

A well-defined coaching methodology eliminates the need to structure sessions from scratch, saving you valuable time. With a repeatable framework, you can focus on guiding the client rather than figuring out what to do next. This also allows you to scale your coaching business by managing multiple clients efficiently without sacrificing quality.

3. Enhanced accountability & goal achievement

A coaching model sets clear expectations, ensuring that clients take responsibility for their progress. Structured frameworks like STEPPA or FUEL help clients break down their goals into manageable actions, keeping them committed and motivated. Regular check-ins and structured follow-ups reinforce accountability and long-term success.

4. Better engagement & retention

Clients are more likely to stay engaged and complete their coaching journey when they see tangible results. A structured approach helps them understand their progress, stay motivated, and trust the process. This improves client satisfaction, leading to higher retention rates, referrals, and long-term success for your coaching business.

Conclusion

Choosing the right coaching model or style is key to structuring your sessions, enhancing client engagement, and achieving impactful results. Whether you’re using the GROW Model for goal-setting, the FUEL Model for leadership development, or exploring coaching styles like directive or democratic coaching, a structured approach ensures your clients stay on track to reach their goals.

To implement these models effectively, seamless client management and progress tracking are essential. That’s where Simply.Coach can help. As a leading digital coaching platform, Simply.Coach streamlines your workflows, making it easier to manage client interactions and integrate these coaching methodologies.

Ready to elevate your coaching practice? Book a free demo or start a 14 days free trial today and experience how Simply.Coach can help you manage your coaching journey with ease.