The client is the one that decides their next steps and the coach simply acts as an accomplice to help them make their own realisations. With non-directive coaching, the client is the expert in their own progress.They’re more hands-on with problem-solving. The coach will use this knowledge or expertise to direct the client and supply appropriate feedback. The skills needed by the coach are the same as the skills desired by the client. Directive coaching requires a specialist knowledge of the subject being discussed.In the next coaching session, review the progress and amend the plan accordingly. Clarify the gaps between the current and ideal reality. Allow the client to picture where they want to be. Help the client understand how far they are from their goals right now. It was developed by Anthony Grant and Suzy Green in 2003. In many ways, the CIGAR Coaching Model is an evolution of the GROW model, with added emphasis on understanding the client’s current reality and the best available solutions. The client assesses their current skills and knowledge related to the goal, including the gaps they need to fill. The client is asked to rate themselves out of 10, as far as how close they are to reaching their goal. There were no references to Gilbert and Williamson in the articles I found on this model though. There are a few references to the OSKAR model online, and the process is somewhat similar. Assess the client’s progress, potentially making tweaks to the plan where necessary. Work with the client to make a plan of action for reaching the client’s goal. Explore the options for reaching the desired outcome in a tangible way. Help the client become aware of their skills, knowledge and emotions, as related to their desired outcome. Engage in active listening to understand the client’s desired outcome, including their long-term goals. The steps in this coaching process are as follows: It was created by Andrew Gilbert and Karen Jane Wittleworth in 2002. The OSCAR model is widely credited as being useful because it focuses on the solution to a problem, rather than the problem itself. Related: Online Life Coach: The Complete Guide The OSCAR Coaching Model Evaluate and review the discussion to ensure the client understands what has been learned. Discuss a step-by-step plan for achieving the goal. Discuss the importance of this target to the client’s wider life goals. Discuss the emotions surrounding the goal, and whether they’re useful. Clarify a clear goal (ideally using SMART goals) Angus McLeod.Īnother highly-regarded alternative to the GROW Model, the process is once again described in the form of a acronym: The aim of the STEPPA Coaching Model is to help coaches understand the context of a client’s situation and the emotions surrounding it. In the next session, the coach follows up to check on the client’s progress, after which it may prove suitable to begin the CLEAR coaching process again. After the situation has been established, the coach works with the client to commit to useful changes. The coach is encouraged to explore more deeply how the client is affected by the situation they’re describing. The coach should listen to the client, only engaging to prod them in the direction of the agreed coaching session topics. Establish the desired outcome, what will be covered in the coaching session and the process of covering it. Unlike the GROW Model, the CLEAR coaching model is likely to be performed without being explained to the client. It was developed by Peter Hawkins way back in the early 1980s, and it’s considered an effective alternative to the GROW Model. The CLEAR Coaching Model is aimed at life coaches to help them establish what the client wants and inspire them to get there. If you’re planning on launching your own life coaching business, check out these Steps To A Lean Life Coach Business Plan The CLEAR Coaching Model The coach could potentially lead the client through these questions in every coaching session, or teach them how to use the GROW model to direct themselves. It’s formed of the following coaching questions: The simplicity of the GROW model is a big part of its success. The GROW model image remains sterling to this day. Since being created by Sir John Whitmore, Alan Fine and Graham Alexander in the late 1980s, the GROW coaching model was quickly recognised as an effective coaching tool for setting goals and improving performance. The GROW model is arguably the most popular coaching model, and one of the coaching tools you need to understand if you’re planning on indulging in a life coaching journey. Let’s begin with some models that apply specifically to life coaching.
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