How do you choose coaching models and frameworks?

1 What are coaching models and frameworks?

Coaching models and frameworks are tools that provide a systematic and logical approach to coaching. They help you define the purpose, process, and outcomes of coaching, as well as the roles and responsibilities of the coach and the coachee. Coaching models and frameworks can also help you design your coaching sessions, plan your interventions, and evaluate your progress and impact. Some examples of coaching models and frameworks are GROW, CLEAR, OSCAR, and STOKeRS.

2 Why do you need coaching models and frameworks?

Coaching models and frameworks can enhance your coaching effectiveness and efficiency by giving you a clear direction and focus for your coaching. They can also help you communicate better with your coachee, build rapport and trust, and facilitate learning and change. Coaching models and frameworks can also help you adapt to different coaching scenarios, such as individual or team coaching, performance or development coaching, or coaching for specific issues or goals.

3 How do you choose coaching models and frameworks?

When selecting a coaching model or framework, there is no universal answer, as each one has unique strengths and limitations that may suit different coaching styles and preferences. However, some criteria to consider include relevance to the coaching objectives, coachee's situation, organizational context, and culture; simplicity in understanding, applying, and remembering; flexibility to different coaching situations; evidence from research, practice, and feedback; and compatibility with your coaching philosophy, values, ethics, and the coachee's expectations.

4 How do you use coaching models and frameworks?

When selecting a coaching model or framework to use in your practice, it is important to use it effectively and appropriately. To do this, you should remember to use the model or framework as a guide, not a prescription; as a starting point, not an end point; and as a support, not a substitute. Flexibility and responsiveness to the coachee's needs, emotions, and feedback are key. Additionally, you should stay open and curious to explore beyond the model or framework, and rely on your core coaching competencies such as active listening, powerful questioning, and creating awareness. The model or framework can then be used to support these competencies.

5 How do you evaluate coaching models and frameworks?

In order to evaluate the effectiveness and suitability of the coaching models and frameworks used in your coaching practice, you should seek feedback from your coachee, reflect on your own experience, and compare with other models or frameworks. Ask your coachee about their experience with the model or framework, how it impacted their learning and change, and what they liked or disliked about it. Consider how you felt using the model or framework, what you learned or struggled with, and how it impacted your coaching relationship and outcomes. Additionally, compare the model or framework to others you have used or learned about, noting the advantages and disadvantages of each.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?