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In its most simple terms a Coaching Model is a method or process used to move your client from where they are now to where they want to be. Your coaching model offers you flexibility and a structure for the coaching conversation in micro, in the moment of the coaching conversation, and the overall coaching journey or process. If it is too prescriptive or rigid you might be fulfilling your own agenda as the coach rather than your client’s agenda. You’ll notice that often a coaching model is a metaphor or some sort of analogy is used to help us visualize it. If you were to sit and observe coaching you would certainly see what’s happening in one way but if you took a snapshot of the process, what would that look like? I’m going to talk about the first three of the five coaching models in order to have time to get to your questions and comments. So the goals might be set individually in each session but we generally know we’re going toward an over-arching goal or vision, as I call it.
So when you think about it, that’s probably present in any model that moves you forward that utilizes coaching. I’ve picked this other model because I’m pretty familiar with it and it’s Motivational Interviewing. It’s goal-driven and focused toward solving internal conflict and bringing change about, of course. So that’s where we are with understanding the models and understanding what some of the more popular models are. Diane:  It sounds to me like there should be a lot of curiosity and questioning in this process from a coach’s standpoint. The coach doesn’t have the answers and can’t say, “This is right or wrong or good or bad.” The client gets to decide those things.
Often judgment stands in the way of possible solutions so by asking a client to do that I’m not invalidating their perspective. So that might lead to my next question, which is can we just take anyone’s model and own it as our own or is there some sort of intellectual property rights to these models? So when you’re dealing with someone who fits that kind of bill and they’re looking to move from where they are forward, you’re generally looking at the ideal coaching client.
If someone is struggling with self-management awareness, then to me what happens is if they get stuck in that perspective then there’s some past thing that needs to be addressed in a more therapeutic environment. Coaching does go into the past from time to time because that’s where our beliefs are formed and sometimes we come up against a belief that doesn’t serve us. If I’m using some other person’s model and I’m in alignment with how they see coaching and the process of achievement, that’s okay. Others are so out in the world, like the Co-Active Coaching Model, because there are books written about it.
For example, the GROW model is just one of those that you can say to a client, “I’d like to use the GROW model and the GROW model is G-R-O-W and it stands for this. If I say, “I’m going to use the GROW model, which I invented,” then I’m taking someone else’s work as my own. Ahmed:  My question is about the International Coach Academy and forming my own business model. Merci:  So if I understand you, the International Coach Academy, which does coach training, asks as a requirement of graduation that you create your own coaching model.
People might take some of those steps but honestly, if you look at the GROW model which is a very simple, straightforward kind of model and let’s say I was coaching executives or managers, I might say, “The G is the Goal.” I would adapt that. But if I’m borrowing from another model then I definitely want to attribute that, you know? If you’ll bear with me a little bit I’ll talk to you about when I first did a coaching model. The third one would be to look at these brainstormed items and toss out the ones that were just getting us going and let’s put them into some kind of order. They were able to see that we were going to start here and end here and at the end you’re going to have action items with dates and milestones and measurements.
I wasn’t just having a conversation because like many people, I equated work with sweat and toil and hard work. So I want to be able to feel solid and confident when I’m talking about it and when I’m with my client or potential client. Question:  I am a student at International Coach Academy and I’m six months into my program and I started doing peer coaching.
I have a framework in mind where I am exploring the client, where they want to be, where they are now, where’s the gap, and how to bridge that gap.
So sometimes I feel like the GROW model type of model would be more applicable, more straightforward, because it’s more performance related.
What comes up for me when you talk is that when we’re in a coaching session, a tool that coaches use that helps make for very effective sessions is the coaching agreement. In this way I’m keeping some structure going and I’m holding the client’s goals for themselves, their promises, without enforcing it.
Sometimes if we do something like that, the coaching can go in a lot of different directions and still our model is clear. In regards to life coaching, I’m thinking there are so many different areas you can cover within life coaching.
Merci:  You know, a coach once said to me early on when I was learning that the content doesn’t matter in coaching, in a way.

I wouldn’t know the first thing about what a bench scientist does but I’ve coached a bench scientist. What they bring to it, I actually enjoy this bit of it because everything’s new and I get to meet all kinds of interesting people.
When we use language to create pictures, there’s lots of data out there about new brain research that confirms what we already know, that if I can begin to see it and touch it and hear it I am more likely to put my energy in that direction. Maybe we hear some old beliefs that just don’t serve them, like you can’t change your job; you’re lucky you have a job. I’m inviting questions and I’m listening to how they see things and what’s working for them. Really, in some ways given what we know about people and if you read a lot about every coaching model, what you would start to see from your creative right brain, the brain that likes to squint and see things with a fuzzy edge rather than the brain that wants to see everything neat and in line, you would see that there’s a synergy that all processes that move people from where they are to where they want to be include very similar elements. Once you put your own perspective and experience on it, it becomes a bit unique to you and that’s good. It’s a fascinating study because we have students from 90 countries so you get that kind of perspective and influence into it, too.
Most of us understand it, especially as professionals or people who are in support positions whether you be a manager or a coach, that structure is really something that offers us both flexibility and a framework at the same time. Some people have models which are very much the way they work and they work very specifically to that model but it doesn’t have to be that way. That’s something we want to keep in mind when we think about lightly holding a model as a representation of the coaching process, not a prescriptive, must-be-this-way kind of thing. You might have a different picture of what it looks like or you may develop a model that’s more specific to a different niche. I think most of us are familiar with the GROW model, which is Goal, Reality, Options, and Will. Is it there when talking to a client about what is present for them and what, if anything, is missing? I feel very comfortable—and this is strictly my opinion—that almost every other model comes out of the GROW model. I chose that one to look at because if there’s no visual attached to it do people wonder if it’s still a model.
We hold that the client is creative and resourceful and even if they don’t have their own answers yet—sometimes people say, “I don’t have my answers,” they are capable. But I can challenge my client to say, “Well, what if?” What would happen if you put that judgment aside? I just did a Google on Motivational Interviewing and it seems that it’s used a lot within the counseling field. Clearly I’m not trained as a counselor so I think that’s important to really have that clear distinction within the coaching profession, for me personally. I don’t present myself as a counselor and I don’t work with people who aren’t able to be self-managed and have a certain level of awareness about themselves.
It gives me a great measure of professional integrity when I do that and I feel like I’m staying in the competencies that I love doing.
Some models you can say, “I use the GROW model,” and it’s so out there it’s almost in the public domain. Do you have to come up with your own model or can you take one of these and work with it in that position?
I’ve seen people say, “My model is based on the GROW model but I’ve changed it in this way to make it more mine.” So it might be the GROW Well Model because I’m a health and wellness coach, or it might be the GROW Up Model because I’m working with teens. Some kind of organic order like if I got my website up, got my LinkedIn profile up, and got a business card, I would meet my marketing goals that I set.
I adapted this from a very common kind of strategic planning or project planning kind of model.
We’re going to be able to track where you are at any given point versus where you want to be.
Then I find a process that I just love and it feels kind of easy and I just have a conversation—but it’s isn’t. What I’m realizing is that every session the same client can come up with different issues.
It’s interesting because one of the ways that we can address some of this where I start out somewhere in a coaching session and I wind up somewhere else is that’s going to happen. Is this still part of the conversation about changing her job or are we going somewhere else? I’m using kind of an extreme here but for example, coaching, the model, is a big, beautiful bowl. You are always proceeding in a certain way, aligned with the coaching competencies, and the bowl’s a bit of a model, isn’t it?
We niche because it’s easier for people to find us and resonate with us and build rapport with us. So often my clients come to me and there’s no real problem, per se, but they’ll say, “This week I want to focus on writing more. I want to change my job.” Yeah, people tend to come to any change process with something in mind but other times it’s just like they want to enhance what they’re already doing. Maybe that belief isn’t right or wrong or good or bad but it’s getting in the way of what the client wants. What are our powerful perspectives that you can give them that energy and what are those that are cycling?

If you are a student of International Coach Academy there’s quite a bit of this on our forum at the Learning site. You can appreciate that no matter where we come from in the world and how old we are and what our gender is, we see that people generally achieve along a certain process.
I want to apologize that Robyn couldn’t be with us this evening as she was under the weather. So if you develop a model that encompasses that coaching conversation and the coaching intervention, as some people call it, you will begin to work with considerably greater ease as a coach. They have a goal both for that individual session and a goal for the over-arching process of working with you as a coach. It helps the client identify their intrinsic values and the goals that align with those and then to align their behaviors.
Yes, it is, even though in the truest sense of the word a model has some kind of visual in the way we take it in. The thing we understand about people in general, what we understand about achievement and accomplishment doesn’t vary much in the process itself. It’s sort of like woven into the whole thing because therapeutic practices have evolved and changed from something that was considered Freudian to positive psychology. As a coach I am equipped with working with underlying beliefs and making them conscious and encouraging a client to look at them.
That’s why, as a profession, we need to be really clear with ourselves about exactly what we’re doing.
For some of them you need to pay an affiliate fee if you want to use it or you have to get permission. Where do you want to go from where you are?” I might make that be a little bit more specific to the niche that I’m coaching. The fact that I had a model—this is one of the reasons to have a model—is because when I presented this and the visuals to them to potential clients, I made visible a process that was invisible.
Sometimes it can be, “I want to lose weight.” Then the client comes next time and says, “I really need to boost my confidence. The client’s really talking about confidence, so I might come back in as a coach and say, “So when we started this session we were talking about leaving your job and that’s what we agreed to focus on.
But I am there to gently remind my client where it is they’re going and how it relates to the coaching agreement. It’s difficult because of every way that people seem to come up with different challenges and then you really have to improvise. That’s why we niche, not because I’m not competent to coach somebody in another field or someplace I’ve never worked. I understand how people are and what is needed, using what I believe to be a powerful process, to get people from where they are to where they want to be. There are very few processes out there that are ideally tailored to that, for moving people from good to great, however they define it.
Whether we call it a goal, an objective, a target, we have to establish what it is that they want. If you want to snoop around there you’ll see examples of all our students’ models which we publish from time to time on our blog. So your model is not changing that process but it’s taking that process and putting it in terms that make a natural approach for you.
So thanks for letting me do something I really enjoy, which is sharing my knowledge of coaching with you all.
I guess that goes to the 70% of people who are visual learners as to why we like movies and television and everything in-between these days. Maybe they’re more spiral because you might go back and forth into different conversations, you know what I mean? Positive psychology and coaching share a lot of these same general understandings of people, as do most models. A model just helps others see what it is that we do and it helps us understand better what we do. Then you’re involved in a questioning and learning dynamic around those goals set by the client.
Maybe you moved toward brainstorming and discovering beliefs or whatever the model that you’re moving towards.
Its overall perspective is that behaviors are driven by emotion, which means that action is motivated by the emotional commitment. What I’m realizing is I’m not working with any particular model and I’ve given myself time to see how it grows. Any obstacles that might get in the way of this—how can we ensure that this doesn’t happen? One of the best ways to see your model is to step back after you’ve coached someone and see where you started and where you landed.

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