Methodologies

Coaching Model Types

Grow Model

Source: John Whitmore, Coaching for Performance

    • Dynamic: Coach is positive and believes in human potential

    • What to do? : Coach follows client interest and provides structure

    • Coach’s role: Provide a consistent, predictable safe space for the client to use

    • Ownership of the process lies with the coachee

  • Is on learning through increased self-awareness

    • Goal: What are you aiming to achieve?

    • Reality: What is your current situation?

    • Options: What options do you have?

    • Wrap-up: What are you going to do and when?

Behavioral Coaching

Source: Jonathan Passmore, Behavioural Coaching

    • Dynamic: Highly Structured process-driven relationship between coach and coachee

    • What to do? : Coach may be directive, teach and provide training output

    • Coach’s role: Provide a consistent, predictable safe space for the client

    • Ownership of the process lies with the coachee

  • Behavioural outcomes/actions (vs. emotional/mental states)

    • Stage 1: Reflection

    • Stage2: Preparation

    • Stage 3: Action

    • Stage 4: Maintenance

Therapeutically Informed

    • Dynamic: Coach is an active, open partner and builds strong personal relationships; coach needs to tolerate that outcomes are harder to quantify

    • What to do? : Coach attends to his own countertransference and uses it as data

    • Coach’s role: Provide a consistent, predictable safe space for the client to use

    • Ownership of the process: lies with the coach

  • Is on personal development by working with the unconscious and making links between past and present

  • Open flow

Role Consultancy (PRO)

Person – Role – Organisation

Source: Derek Deasy

    • Dynamic: Coach takes a system position consultant role to the client. 

    • What to do: Client is seen as embedded within the system in which he operates. The client is best viewed as the system, not the individual

    • Coach’s role: Provide a consistent, predictable safe space

    • Ownership of the process: lies with the coach

  • Is on the coachee’s organisational role, which is where the individual and the system meet. How individuals understand and work with his or her role as given or taken within the organisation

    • Person

    • Role

    • Organisation

“Understanding a question is half of the answer.”

— Socrates