Coaching frameworks

- All leaders bring their unique personalities to the coaching process. But the most successful ones often follow some proven guidelines. An underlying framework that helps to define their regular interactions with the team members they coach. There are probably half a dozen original published models and countless others that have evolved from those. Some of the most common models include the achieve model, the Oscar model, the clear model, and the grow model. The grow model has proven to be the most notable framework and we'll be discussing that in more detail later in the course. Even though they have different names, these models all follow a similar process. The clever acronyms are simply a way to ensure all of the pieces are in place to have a productive and mutually beneficial coaching conversation. The first part of the process is the principle of discovery. You want to know what factors are involved in a given situation. It's done in a neutral way, without judgment. So that you can your coachee can move from generalizing to specifics regarding a situation. Next is the idea that you uncover your coachee's perspective. If you are deliberate in trying to understand the other person's point of view, you'll have more data points about the situation. Plus, it's important for people who are being coached to express themselves and feel comfortable doing it. From there, your job as a coach is to gain agreement about the state of the current situation compared with the ideal situation. In other words, identify the gap. This might include pinpointing opportunities for improvement as well as goal setting with targets that are important and achievable. Once you've agreed on those fundamentals, you and your coachee should work together to brainstorm solutions to meet those goals or make improvements. Whenever possible, let your coachee come up with suggestions first before you make any recommendations. Even if you have a plan in mind, weave the coachee's ideas into the solution to help them feel a greater sense of ownership. After the two of you have determined the best solutions to help them reach their goals, ask the coachee to develop an action plan. Action plans are a crucial part of any coaching framework. They help to translate the discussion to behaviors that actually get results. And when the person being coached takes responsibility for identifying those actions, they inevitably feel a greater sense of commitment to the plan. And finally, a coaching framework would not be complete without follow up and continued support. Be sure to set regular dates to check in with your coachee to discuss their progress, to analyze any potential setbacks, and to refine areas for professional development. When you demonstrate this kind of ongoing dedication to effective coaching, you'll pave the way for your team members to achieve accelerated growth and you'll reap a multitude of benefits. You can use this general framework to help you structure your coaching conversations and to get the most from the process. To help you prepare for these steps, I've included a coaching preparation sheet handout for your convenience.