Coaching models are the backbone of effective coaching, providing a structured framework for guiding conversations and facilitating growth. These models offer a roadmap for both coaches and clients, ensuring that sessions are focused, productive, and aligned with specific goals.

They provide a structure for the conversation, ensuring that both parties stay focused and make the most of their time together. Coaching models are also a marketing strategy for coaches to show their ideal clients what to expect in a typical session.

There are many different coaching models, each with its own unique approach. At International Coaching Education, ICE, we believe that each coach has their own coaching model. The reason for this is that we believe that each coach brings their unique art of coaching to their clients which include their specialization and experiences. That is the reason as part of the programs, we have included a business development series that supports the coach create their own coaching model and start marketing their true essence and draw their ideal clients to their practice.

Coaching models provide a systematic way for coaches to help individuals or teams achieve their goals, improve performance and develop skills. There are many coaching models in the market place that you can use with your clients. We believe that each coach starting their coaching education will be drawn towards one because it has the elements that most closely matches their unique style and talents. However, as time goes by and the coach becomes more aware of their own model, they will start designing their unique picture or model.

1. GROW Model:

   • Goal: Define what the client wants to achieve.

   • Reality: Assess the current situation and challenges.

   • Options: Explore possible strategies and actions.

   • Will: Determine the commitment to action and establish next steps.

2. CLEAR Model:

   • Contracting: Establish a coaching agreement.

   • Listening: Actively listen to understand the client’s needs.

   • Exploring: Encourage exploration of options and ideas.

   • Action: Develop an action plan.

   • Review: Regularly review progress and adjust as needed.

3. OSKAR Model:

   • Outcome: Define the desired outcome.

   • Scaling: Use a scale to assess current progress.

   • Know-How: Identify resources and skills needed.

   • Action: Create actionable steps toward the outcome.

   • Review: Evaluate progress and make adjustments.

4. FUEL Model:

   • Frame the Conversation: Set the context for the coaching session.

   • Understand the Current State: Explore the client’s current situation.

   • Explore Desired State: Discuss what success looks like for the client.

   • Lay Out a Plan: Develop a concrete action plan.

5. I.C.E. model

   • Identify your talents

   • Capture and believe in your potential

   • Execute intentionally towards your desired goals

Coaching is a hybrid field, with roots in a range of philosophies and professional practices. As a result, there are a number of coaching approaches in the market place, which vary according to the tradition or philosophical approach they grew out of.

Many management training organizations or departments in universities have their own unique approaches of coaching that they advocate for use amongst their students. Many professional coaches have developed their own unique models and have published these on the internet or in books to share with the rest of the coaching profession. Below is a list of some documented coaching approaches, which you may have heard about before or may wish to learn more about. At ICE, we use the talent and strength development methodology as a complementary philosophy to the ICF coaching competencies to deliver more impact as a coach. This complements the I.C.E. model outlined above.

Exploring each of these coaching approaches would be an entire program of its own. Our purpose is to make you aware of the vast array that are out there. You may like to research these further as you develop as a coach.

Here is a couple of coaching models using a picture to represent what takes place in a coaching session followed by a brief explanation of each section of the model:

The LQAF and 4D coaching models are two examples how a coach can very briefly and quickly outline what their clients can expect to happen in a typical coaching session. This can be used as a marketing tool when the coach engages with the client to explain what they do and how they will work together going forward:

The LQAF model is considered a simple, tested, and precise approach to coaching. It encompasses four main tools or activities: listening, questioning, acknowledging, and providing feedback, with the client at the center of these activities.

Listening: As a coach, I will listen to what is said and what is unsaid. Listening helps me understand what is happening in your life. What is expressed serves as a mirror reflecting back to you, helping you gain new perspectives and greater clarity.

Questioning: By asking deep and insightful questions, I assist you in finding answers from within yourself. As a coach, my goal in questioning is not to hear your answers but to help you hear your own answers.

Acknowledging: In this process, I will also use tools of acknowledgment and affirmation; behaviors such as validating, encouraging, and even providing some enthusiastic support. As a coach, I want to help you recognize what you have accomplished or the talents you possess, reassuring you that you can definitely achieve your goals.

Feedback: As a coach, I will provide feedback on what I observe, what seems correct to me, and what I think could be done differently. This feedback is always offered in a constructive manner, with the aim of being helpful and supportive.

This simple model succinctly illustrates how coaching sessions will unfold. It has been created to provide clarity so that those unfamiliar with coaching can understand how the process works.

This method begins with a (Dialoguing) that is more serious than typical discussions people have. During this dialogue, the client gradually gains a better understanding of what they intend to do and moves toward the (Deciding) stage. This stage is when the client and coach decide on the goals ahead and outline the roles needed to achieve these goals. The client then progresses to the (Doing) stage, where they start to act according to the designed plan.

Once the practical steps are completed, the client (Digesting) what they have done during this phase or presents it as a report, identifying what has gone well or what can be considered progress. This stage is when the client can enjoy their success and celebrate what they have achieved.

Taymour Miri is an ICF master coach and a Gallup certified strengths coach and more recently one of the first 136 coaches world wide to be awarded an Advanced Certificate in Team Coaching. He has 30 years’ experience in leadership roles and 20 years of experince in coaching. Taymour has trained over 1,500 coaches across five continents and is the founder of International Coaching Education (ICE).