How can you use coaching models to help a coachee set goals and become more self-aware?

Different models provide structured approaches that guide the coachee through reflection, exploration, and action, allowing them to clarify their desires, recognize their strengths and blind spots, and take concrete steps toward achieving their objectives. The GROW Model is one I have used often to help coachees become aware of their blind spots, embrave reality, build motivation and develop an action plan

I frequently use GROW framework in coaching sessions by helping to drive clarity of goals (G), assessing the current situation / reality (R), exploring options (O), and committing to action and way forward(W). Breakthroughs happen in the conversations across the four pillars. It is a simple model that i train new managers on to help them build coaching skills.

The GROW model is simple enough that it can be used to coach kids and adults alike. Once you start adopting the mindset, it becomes second nature to you and you'll find yourself using it in everyday conversations, too. Just by using the GROW model, you can gently start to shift the behaviors and outcomes of people around you and improve your community for the better--without anyone even realizing they are being coached.

I’ve found the GROW model particularly effective in helping coachees break down overwhelming goals into manageable steps. By guiding them through the stages of Goal, Reality, Options, and Will, I can help them visualize their progress and build confidence. This structured approach not only brings clarity but also fosters self-awareness, as clients gain a deeper understanding of their capabilities and challenges, making sustainable progress more achievable.

This method emphasizes: Contracting: Establish mutual agreement between coach and coachee. Listening: Engage in active listening to fully understand the coachee's context and perspective. Exploring: Delve into the coachee's challenges and opportunities. Action: Identify actionable steps and objectives. Review: Evaluate progress, outcomes, and lessons learned.

Here's a great use for the CLEAR model consider it as a framework for continuous development, rather than a one-time solution. Instead of simply using it for goal setting, think of the Contracting phase as a space to align broader, ongoing leadership or team objectives. With each session, reframe the Listening and Exploring phases to focus not only on the current challenge but to uncover deeper patterns or recurring blind spots. When reaching the Action phase, encourage experimental thinking—small, iterative changes that can be tested and adjusted. Finally, use the Review not just to assess outcomes but to integrate lessons learned into future leadership behaviors, transforming the CLEAR model into a tool for long-term leadership evolution.

In my experience, the CLEAR model is a game-changer in executive coaching. For instance, when setting goals, I encourage my coachees to imagine they're a professional athlete preparing for a major competition. They can't just plan to 'do their best', they need a clear target to strive for. Similarly, in the business world, setting precise, measurable goals is crucial. To foster self-awareness, I use the 'Reality' stage. Here, it's like a video replay in sports. We objectively assess the coachee's current situation, their strengths, weaknesses, and potential blind spots. It's about creating a space for honest reflection, which is the first step towards growth and improvement.

I find the OSCAR model very useful since it provides a structured way to set goals and reflect. By focusing on positive aspects, we can shift our mindset from problems to solutions. Yet, I believe incorporating Spiritual Intelligence can deepen this process. When asking about desired outcomes, consider also asking how these align with one's Core Personal and Spiritual Values or Spiritual Beliefs. Reflecting on the current situation might include not just external circumstances but also internal states like peace and fulfillment. Choices and actions can be evaluated not just on their practicality but on how they resonate with one's sense of purpose.

McLeod's STEPPA model consists of Subject, Target Identification, Emotion, Perception and Choice, Plan and Pace, and Adapt or Action steps. The emphasis on Emotions in any decision-making including a client's journey towards desired goals is articulated clearly in STEPPA model, along with the reality of a situation as different from the mindmap perceptions and assumptions arising out of them. The reframing process in NLP and coaching takes into account these factors. Using Rosenberg's Non-violent communication and Grove's Clean Language model incorporated some of the crucial emotional and sensory exploration steps of STEPPA perhaps more powerfully. A coach using STEPPA model would find multiple other psychological models embedded here.

Every coachee and situation requires a different coaching model. In my experience managing people, the GROW model worked best for setting clear goals and action plans. Early in my coaching career, my mentor used the OSCAR model, where we tracked decisions and outcomes meticulously. The CLEAR model was invaluable in helping friends and colleagues navigate personal challenges. For executive coaching, STEPPPA has been my go-to, especially for building trust with stakeholders. Each model offers unique benefits, and the key to successful coaching lies in selecting the right one to fit the situation. A structured approach tailored to the coachee is critical to driving meaningful progress.

The OSCAR model is a great way to shift the coaching focus from problem-solving to opportunity-seeking. By emphasizing the positive choices available, it empowers individuals to take ownership of their journey. One interesting angle to explore is how this model can be used not just to generate solutions but also to foster creativity and innovation. When coachees are encouraged to reframe their challenges as opportunities for growth, they often discover new ways to approach familiar problems. This not only builds self-awareness but also nurtures a more proactive and empowered mindset.

I use SMART model for Goal formulation. In addition, I apply the NLP concept of “well formed” goals on them. The NLP rules for well-formed goals are - Stated in positive terms, focusing on what you want, not what you don’t want. - Clear, precise, and measurable. - Within your ability to achieve or influence directly. - Define where, when, and with whom the goal applies. - Identify how you will know you've achieved the goal through sensory cues (what you will see, hear, feel). - Aligns with your values and broader life context, ensuring no negative side effects. - Identify the resources and actions needed to achieve the goal.

Según la mitología Hindú, los habitantes de la tierra fueron alguna vez Dioses. Sin embargo, abusaron de su poder, de modo que el Dios supremo, Brahma, decidió desposeerlos de la divinidad y ocultarla en un lugar en el que nunca la encontraran. Alguien sugirió que se sepultara profundamente en la tierra, pero Brahma dijo: “La humanidad podrá cavar hasta encontrarla”. Otro pidió fuera en el océano. “No,” dijo Brahma, “un día la humanidad podrá sumergirse hasta allá y la hallarán. Otro aconsejó que se colocara en la cima del Everest, pero Brahma se?aló: “no, la humanidad va a llegar hasta allí y encontrará”. Después de pensar en silencio, el dios encontró el lugar:"La ocultaremos?dentro del propio hombre. Jamás se les ocurriría mirar allí.”.

I take my clients through my signature R.I.S.E model standing for Rediscover your purpose (through purpose clarity), Identify and overcome barriers (through mind and emotion mastery), Strategize for your success (through aligned consistent inspired action) and Elevate your impact (through vibrational ascension). My clients enjoy holistic, balanced success after going through my program.

As a Coach developing a personalized coaching model can enhance your effectiveness and cater more specifically to your clients' needs. Identify Your Core Values and Beliefs: What are your guiding principles as a coach? Analyze Your Coaching Style: Do you favour a directive, facilitative, or supportive style? Consider Your Clients' Needs: Tailor your model to address their specific requirements. Develop Key Techniques: Incorporate techniques that align with your values and style, such as questioning, active listening, or goal-setting exercises. Create a Structured Framework: Develop a clear outline or process that guides your coaching sessions. Test and Refine: Keep refining and improving based on your experiences and their responses.

In my experience, some clients find it difficult to articulate larger goals beyond their immediate remit. There is also an entire body of work around using systems instead of goals. Whilst I am a huge proponent of ambitious goals to orient yourself, some clients respond better to clarifying values first and foremost. What kind of a person do I want to be? What matters to me? What are my criteria to assess whether an opportunity or decision aligns with who I am? These questions can help design a compass, the client can use for wayfinding their path. The second element of systems are the habits and practices aligned with that path. Regular productivity, collaboration, health, etc. habits that ensure progress is made.