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There are many, many coaching models out there and having spent some considerable time looking at various models they are all variations of a basic process. For all of the models there are four key elements of the conversation that stand out:
1 – Defining what the end goal is
The end goal can be looked at in two parts. Firstly the end goal for that coaching session of 20 to 60 minutes. Secondly the bigger goal that the coaching session fits into. An example of this may be “By the end of this month I want to have a stronger relationship with my team leads in X location. In this session today I want to clarify how I can provide better quality feedback to the team leads around our business unit objectives and how they are impacting them”.
2 – Defining how the situation is today
Any change process always has a starting point. It is important to get a short snapshot of what the actual situation is from the person being coached without going in to too much detail or “history”. Remember coaching is about looking forward rather than backwards. An example of this may be “Right now I randomly talk to my team leads on a very ad hoc basis for giving feedback. We have no regular planned mechanism. We tend to give feedback when we get “issues” from the client”.
3 – Exploring ways forward
With a clear idea of the end goal and the current reality the role of the coach is then to get the person being coached to explore all of the options they have for creating the change they wish to make. This phase is about divergent thinking and getting the person being coached “past” the ideas they already have and looking at new ideas and options. Techniques from previous courses could be used here, particularly the creativity techniques as well as De Bono’s 6 hats and Thinking Tools.
4 – Creating an action plan and recognising new insights.
The final phase of any coaching session looks to bring all of the sessions thinking together and clarify next steps. There are three important elements in this final section of the coaching conversation:
1. An action plan of the key steps that the person being coached will take. This should ideally be in a SMART format with clear actions and time frames.
2. A quick summary of main point of the discussion.
3. A realisation of any new ideas or personal insights that the person being coached has gained about who they are and how they interact with others.
Different models may add on to these core elements, for example, a common practise in the final phase is to look at the road blocks to fulfilling an action plan.
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