Every coach has encountered it—clients bursting with enthusiasm, ready to build their lives, only to lose momentum a few weeks in. They come to you, frustrated and unsure, saying things like, “I gave up after a while” or “I just couldn’t stay consistent.” Sound familiar?
As a coach, you know that real change doesn’t happen overnight. It’s not about grand gestures or sudden transformations—it’s about helping your clients navigate the small, conscious decisions that lead to lasting progress. This is where the wheel of change model becomes an invaluable tool. It gives you a framework to guide your clients toward clarity, helping them determine what to preserve, what to let go of, and what to embrace in their journey.
With your support and a structured approach like the wheel of change in coaching, your clients won’t just hope for change—they’ll achieve it, step by step, and build the life they’ve envisioned.
What is the Wheel of Change Model?
As a coach, you’ve likely seen clients struggle to figure out what’s holding them back and how to move forward. The Wheel of Change model, developed by renowned leadership coach Marshall Goldsmith, gives you a structured way to help them make conscious, lasting changes. This model enables your clients to reflect deeply on their behaviors and habits, guiding them to decide what to keep, what to change, and what to let go of in their pursuit of growth.
Goldsmith introduced the Wheel of Change model in his book Triggers: Sparking Positive Change and Make It Last. It simplifies the often overwhelming process of transformation into clear, actionable steps. By using this framework, you can help your clients create a roadmap for success and align their behaviors with the person they aspire to become.
The two dimensions of the wheel
The Wheel of Change model is built on two key dimensions:
- Positive to negative axis: This focuses on the elements in your client’s life that either drive their progress or hold them back. Positive elements are the habits, behaviors, or circumstances that align with their goals. Negative elements, on the other hand, are obstacles or behaviors that hinder their growth.
- Change to keep axis: This dimension is about decision-making—helping clients identify what should be altered to move forward and what valuable aspects of their life should be preserved to maintain balance.
When you guide your clients to evaluate their lives through these two dimensions, they gain clarity and focus. The quadrants formed by these axes—creating, preserving, eliminating, and accepting—provide a clear framework for making intentional choices and driving meaningful progress.
With the Wheel of Change in coaching, you’re not just offering a tool—you’re introducing a mindset. It empowers your clients to approach transformation with confidence and purpose, one thoughtful decision at a time.
The Four Quadrants of the Wheel
The Wheel of Change model is divided into four quadrants, each offering a unique approach to guide your clients toward personal growth and transformation. These quadrants—creating, preserving, eliminating, and accepting—work together to give you a practical framework for helping clients achieve intentional and lasting change.
Quadrant 1: Creating (Positive change)
Creating focuses on adding positive elements—new behaviors, habits, or practices—that help your clients move closer to their ideal selves. This quadrant empowers clients to take intentional, actionable steps toward their goals, ensuring sustainable growth without the overwhelm of attempting too much at once. It’s about building the future with purpose rather than leaving it to chance.
For example, if a client wants to improve their focus, suggest simple, actionable changes such as dedicating 15 minutes a day to mindful breathing or using a planner to organize tasks. These small wins set the stage for larger transformations.
Practical tips for applying the creating quadrant
- Start with small wins: Encourage clients to introduce one or two manageable changes to avoid overwhelm.
- Align changes with goals: Help clients ensure their new behaviors directly support their broader aspirations.
- Track progress: Use tools or check-ins to measure success and celebrate milestones along the way.
Coaching questions to explore creating
- What new behaviors or habits would you like to develop?
- How will these changes contribute to your long-term goals?
- What is one small step you can take today to move toward this change?
- What support or tools can help you sustain this new habit?
By helping your clients navigate the creating quadrant, you empower them to make intentional choices and lay the groundwork for meaningful progress in their journey.
Quadrant 2: Preserving (Positive keep)
Preserving focuses on identifying and maintaining the positive aspects of your clients’ lives that already support their growth and goals. While creating new habits is exciting, preserving existing strengths ensures they don’t lose sight of what’s already working for them. This quadrant encourages reflection on the value of these elements and reinforces the importance of consistency.
For example, a client who values a consistent morning exercise routine should be encouraged to maintain it even as they pursue new goals, such as learning a new skill. By emphasizing the importance of preserving, you help clients strike a balance between creating and maintaining.
Practical tips for applying the preserving quadrant
- Identify key strengths: Help clients reflect on behaviors, habits, or routines that have contributed to their success so far.
- Encourage consistency: Assist clients in creating strategies to keep these positive aspects steady as they pursue other changes.
- Celebrate existing wins: Remind clients of the value and impact of their current positive habits to boost confidence.
Coaching questions to explore preserving
- What current behaviors or habits are beneficial to your progress?
- How can you ensure these positive aspects remain consistent in your life?
- What would happen if you stopped these behaviors?
- How can you build on these strengths to support new changes?
By guiding clients to preserve what’s already working, you help them maintain a strong foundation while they focus on creating and implementing new behaviors. This balance is key to achieving sustainable growth.
Quadrant 3: Eliminating (Negative change)
Eliminating focuses on identifying and removing negative habits, behaviors, or elements that hinder your client’s progress. These are the roadblocks that prevent them from achieving their goals, and by letting go of them, your clients create space for new, positive changes to thrive.
For example, a client who procrastinates may need support in identifying triggers and building strategies to replace this habit with more productive time management practices.
Practical tips for applying the eliminating quadrant
- Identify the obstacles: Help clients clearly articulate what’s not serving them.
- Address the emotional attachment: Guide them through any reluctance or fear associated with letting go.
- Focus on replacement: Suggest positive behaviors to replace the eliminated negatives to avoid regression.
Coaching questions to explore eliminating
- What habits or behaviors are currently hindering your progress?
- What do you need to let go of to create space for positive change?
- What challenges do you anticipate in eliminating these behaviors?
- What steps can you take today to start this process?
Quadrant 4: Accepting (Negative keep)
Accepting focuses on acknowledging negative aspects of life that cannot be changed. Instead of wasting energy trying to fix the unfixable, this quadrant encourages clients to redirect their efforts toward areas within their control. Acceptance reduces frustration and allows clients to work around these limitations effectively.
For example, if a client struggles with perfectionism, help them recognize that some imperfections are inevitable and encourage them to focus on progress rather than perfection.
Practical tips for applying the accepting quadrant
- Reframe the perspective: Help clients view acceptance as a strength rather than a weakness.
- Focus on controllable actions: Guide clients to channel their energy into areas where they can make a difference.
- Encourage self-compassion: Remind clients that acceptance is part of growth and doesn’t mean giving up.
Coaching questions to explore accepting
- What aspects of your situation are beyond your control?
- How can accepting these realities free up energy for areas you can influence?
- What mindset shifts can help you embrace these unchangeable factors?
- How does letting go of resistance allow you to move forward?
By helping clients embrace the eliminating and accepting quadrants, you empower them to remove obstacles and find peace with the unavoidable, creating a balanced and focused approach to change.
Implementing the Wheel of Change Model in Coaching
Applying the Wheel of Change model in your coaching practice involves more than focusing on a single quadrant—it’s about helping your clients navigate all four aspects of the framework to achieve holistic and sustainable growth. This requires a structured, client-centered approach that assesses current behaviors, creates actionable plans, and ensures consistent follow-through.
How and when to apply the wheel of change in your coaching practice
1. Comprehensive assessment
Begin by working with your clients to evaluate their current habits, strengths, challenges, and unchangeable factors. Categorize these into the four quadrants:
- Creating: Identify positive behaviors to introduce.
- Preserving: Highlight existing strengths to maintain.
- Eliminating: Pinpoint negative behaviors to remove.
- Accepting: Acknowledge limitations or unchangeable aspects of their lives.
2. Strategic action planning
Develop specific strategies for each quadrant. Help your clients set realistic goals and identify step-by-step actions for creating, preserving, eliminating, and accepting. Ensure the plans align with their overall objectives.
3. Monitoring and adjusting
Regularly check in with your clients to review their progress. Celebrate successes, address roadblocks, and adjust their plans as necessary to keep them motivated and on track.
4. Use the model at key moments
The Wheel of Change can be introduced and revisited during pivotal moments in your client’s journey:
- Initial sessions: Use the model to map out behaviors and identify areas for immediate focus and long-term development.
- Plateaus or stalled progress: Reassess the quadrants to help clients refocus and overcome obstacles.
- Ongoing reflection: Encourage periodic reviews of the quadrants to ensure alignment with evolving goals.
Behavior and progress tracking table
To support your clients, use the following table to help them organize their behaviors and track progress:
| Quadrant | Description | Client’s notes | Action plan |
| Creating | Positive behaviors to introduce | E.g., Start a daily gratitude journal | Write 3 things daily in the evening |
| Preserving | Positive behaviors to maintain | E.g., Regular morning workouts | Keep current schedule |
| Eliminating | Negative behaviors to remove | E.g., Reduce social media usage | Limit to 30 minutes daily |
| Accepting | Negative aspects to accept | E.g., Limited time due to work demands | Focus on high-priority goals |
When and how to apply the wheel of change model
The Wheel of Change model is most effective when introduced at pivotal moments in a client’s journey, such as during a major transition, after identifying key challenges, or when creating a long-term growth plan. Here’s how to integrate it seamlessly into your coaching practice:
- During initial assessments: Use the Wheel of Change to map out your client’s current habits and behaviors. It serves as a foundation to identify areas for immediate attention and long-term growth.
- At turning points or stalled progress: If clients hit a plateau or face obstacles, revisiting the model can help refocus their efforts by re-evaluating the four quadrants.
- For ongoing reflection: Encourage clients to periodically revisit their progress using the Wheel of Change to ensure they remain aligned with their goals.
The Wheel of Change is not just a static tool—it’s a dynamic framework that evolves with your client’s journey. By applying it thoughtfully at different stages, you can empower your clients to achieve clarity, maintain momentum, and sustain meaningful transformation.
Benefits of Using the Wheel of Change in Coaching
The Wheel of Change model offers you a practical and impactful framework to support clients in their transformation journeys. By addressing behaviors holistically, this model delivers a range of benefits that empower both you and your clients.
1. Clarity in decision-making
The Wheel of Change helps clients sort their behaviors into four clear categories: adopt, maintain, discard, or accept. This process provides a structured way to prioritize actions, enabling clients to focus on what truly matters and set clear goals.
2. Personalized approach
Every client is unique, and so are their challenges and aspirations. This model is inherently flexible, allowing you to adapt its application to each individual’s specific needs. Whether your client is working on personal habits, professional growth, or team dynamics, the framework can be tailored accordingly.
3. Encourages accountability
By breaking behaviors into actionable quadrants, the Wheel of Change empowers clients to take ownership of their decisions. Tracking progress within this structure makes it easier for clients to stay accountable to their goals and for you to monitor their development.
4. Improves self-awareness
Clients often overlook the connection between their behaviors and their outcomes. This model fosters deep reflection, helping clients recognize how their habits influence their personal and professional lives. With this understanding, they can make more informed choices.
5. Sustainable change
Transformation is most effective when it’s gradual and intentional. The Wheel of Change promotes realistic, manageable steps, ensuring clients don’t feel overwhelmed. This measured approach leads to long-term, sustainable growth.
6. Versatility across niches
The Wheel of Change isn’t limited to one type of coaching. Its principles can be applied across various niches, including life coaching, business coaching, relationship coaching, and team coaching. This universality makes it an essential tool in any coach’s toolkit.
Conclusion
Empowering your clients to embrace change is at the heart of effective coaching. The Wheel of Change model provides a structured, thoughtful approach to transformation by focusing on conscious decision-making. By helping your clients identify what to create, preserve, eliminate, and accept, you enable them to make intentional choices that align with their personal and professional goals.
This framework not only simplifies the complexities of change but also ensures that progress is sustainable and meaningful. As a coach, your role in guiding clients through this process empowers them to take ownership of their journey and build the life they envision.
The Wheel of Change isn’t just a tool—it’s a pathway to growth, clarity, and empowerment. By incorporating it into your coaching practice, you’re not just facilitating change; you’re fostering transformation that lasts. To streamline your coaching practice and provide structured, goal-driven support to your clients, Simply.Coach offers an all-in-one digital coaching platform. With features like secure client management, goal tracking, and automated scheduling, Simply.Coach helps you focus on what truly matters—creating real impact for your clients. Start your free 14-day trial today or schedule a demo and experience the power of seamless coaching.
