What models and tools do you use in your coaching practice?

What is important is the model should represent the coaching approach of the coach. Relevant to the coaching niche. As such unique, as every one of us is unique. Also, a model that aligns with purpose. We use REGAL coaching model, a variant of GROW & Maslow hierarchy of needs, aligned with coaching competencies of ICF & EMCC.

I have found GROW to be a great stepping stone (model) for those who are new to coaching and looking for a "little" guidance during their sessions. It's a powerful tool to ensure your sessions move forward providing you with the prompts and questions to take your coachee from A -- to -- B. I use this model often when training the trainer with internal HRBPs and other practitioners on the frontline.

It’s essential to keep in mind that GROW is not coaching in itself. As Sir John Whitmore warns, “Even dictators can use GROW!” The model’s simplicity is its strength as long as it is used in conjunction with coaching skills and behaviors. Coaching is an invaluable tool in unlocking the hidden potential of individuals, enabling them to reach their maximum performance. By employing the GROW Model, coaches can create an environment of exploration that allows individuals to discover what they can achieve through increased awareness and personal accountability. The GROW Model is an elegantly simple way of structuring an effective coaching conversation and, as such, has become one of the best-loved models of coaching.

GROW, by far, is the most popular coaching model out there. However, it's heavy reliance on 'goal' as the starting point can make the coaching take a transactional approach. Also, in many cultures, especially ones that are high-context, coaching naturally starts with examining current 'reality' rather than with goals. Hence, the GROW model could be a force-fit taking away the very essence of coaching in such cases.

Robert Tilts 'Logical levels' has been one high impact model I use so liberally. By scanning the different elements that are beneath the ice berg, this model helps me in delving deeper into my clients world and understanding them from their world. There is a senior most leader client who was labelled for 'micro management' since the leadership team under him felt demotivated. Where he felt the other way. Using Robert Tilt's logical level model helped identify the 'factory mindset' he adopted from his childhood. Coming from a business family background, he developed a certain belief system around 'giving instructions.'

Huge fan of DISC. Easy to use but I will caution coaches you must get certified in understanding the tool before deploying. If you plan to only debrief someone on DISC you must do your HW to understand the model. There's nothing more unprofessional and irresponsible than to "wing it" and provide someone with their debrief. In the end, I have found DISC to have many purposes for many types of audiences.

While a lot of friends in coaching fraternity uses various psychometric assessments, personally I am more comfortable using a 360 feedback too, based on 1-1 conversations (not written feedback, which tens to be politically correct :)) It is also partly driven by what the client organization is comfortable with. Some of these assessments tend to box people, also while interpreting results! Coaching is much deeper, just as the potential of the client!

Psychometric tools, any for that matter, are best considered as conversation starters. An assessment can provide a sense of self-awareness but not meaning to that awareness, which warrants a deeper exploration. DiSC is a behavioral assessment tool and not a personality assessment tool, although it provides insights into the personality of the assessment taker. Such assessments could be useful if the coachee exhibits a high lack of self-awareness and perhaps is oblivious to the behaviors they demonstrate.

If you coach, you should use SMART goals acronym. It doesn't matter who you coach, what type of coach you are and how you deliver your coaching. Coaching others is predicated on aligning on goals and the SMART acronym provides the guides necessary to be successful.

We use SMART, PURE & CLEAR framework. Also BHAG (Jim Collins) What matters to us is audacious goals, nothing less. All clients are leaders on their good2great journey!

'SMART Goals' is perhaps smart only in name and could be quite stifling taking the essence of coaching away from an engagement. Consider this: a coachee would like to improve her self confidence. What purpose does it serve to fit that into a SMART Goal? That does not mean a coaching engagement doesn't need specific goals. There has to be a worthy (refer definition of Michael Bungay Stanier) goal to achieve which will influence and inform the outcomes from coaching. However, it need not necessarily be SMART because the focus needs to be more on the outcomes in light of the goal, which are not the same.

Feedback is the glue that holds coaching and coaching sessions together. There are several great types of feedback models you could use but personally, I encourage coaches to learn more about What feedback is, Why it's important, What types of feedback are there and How to deliver it. Start with the foundation and then move to explore a model. This will provide you the understanding that's key to applying a model successfully.

Feedback is not shared by the coach with the same connotation that the word carries. The role and responsibility of a coach is to rather share observations in the most non-judgemental way possible. It is for the coachee to take it or leave it. It is quite possible that when a coach shares observations, there could be a personal lens that the coach could be looking at it from. To impose it on the coachee as feedback, might take away the sanctity of non-judgement from the space and could be severe blow to rapport and trust. That does not mean either that a coach shies away from sharing what the coach is observing but without attachment. It is this transference where coaching blooms.

One thing I’ve found helpful is letting clients just talk until they feel relief. Once it happened, it’s a coach’s turn to transform everything listened into a new shape wrapped up with lazer accurate questions. Active listening is given to avoid making sure the coach’s heard things correctly, it’s for them to immediately choose a proper coaching tool to use right after the client is ready to sort what’s said out.

Active listening is a great tool, especially when used in conjunction with others. Active listening helps us "meet the client where they are" at that time. Since they could also be "stuck" there, it is important not to linger too long. I mostly use a hybrid model of Reflective Inquiry and Appreciative Inquiry, along with the power of asking permission to intrude or interrupt when necessary. This approach allows me to redirect a client who is repeating themselves and showing signs they are "stuck in their story" to move forward. The other tools then allow me to reflect back what I'm hearing are their challenges in non-judgmental discernment while pointing out the things that are positive. This anchors the good and breaks the story cycle.

"Are you truly listening, or are you just waiting for your turn to speak?" When client speak, I started thinking about what response to give, ensuring that my question wouldn't make me look 'foolish'. What happened was that I focused on myself, without considering the client's perspective. As a result, the client said, "Wow, you don't seem to understand me". From this mistake, I learned to listen to understand. Focusing on the client allowed me to realize, "Oh, the client is still uncertain and worried". When I understood the client's concerns, I could provide question that helped the client find the answer from within. Listen to understand is a skill that truly needs to be learned and mastered.

Coaching tools, models and competencies are key to coaching. To deliver value to clients, move towards their full potential. The ultimate goal is to coach from a state of being, beyond all these. That is true mastery for coach, transformational for client.