A Coaching Model Created by Allison Everest
(Expatriate Coaching, UNITED KINGDOM)
Whilst each coaching session and each client is unique, I have always found it useful to have in mind my model of the coaching process – coaching topics may be complex, multi-layered and facetted and may take sudden turns and twists. Without a process in mind, the effectiveness of the coaching may be undermined.
If you do not know where you are going, you will probably end up somewhere else. (from Laurence Peter (1919-90) The Peter Principle 1969)
I have called my model the CHANGE coaching model, and it is so named on the basis that all clients who come to coaching are looking for some form of change in their life. Together the coach and client will work to determine exactly what type of change is needed, and how that change can be brought about.
The CHANGE coaching model is designed to guide the client through the whole coaching process. Whilst generally all stages will be used, it may be that some sessions will focus more on some stages than others, and of course it is flexible for the coach to use as required. The model applies whether the changes sought by the client are major life changes, or smaller adjustments to their lives.
The CHANGE model emphasizes the process of moving the client forward, away from existing patterns of behaviour, strategies and perspectives which may have been hindering development, and into new, fully aligned and supported ways of achieving their goals. The process is of course a collaborative one – the coach creates a safe space for the client to explore their current life, identifying where they are successful, where they struggle, where they may be holding themselves back from difficult courses of action. Using the coach’s tools of powerful questioning, active listening, reflection and accountability, the coach will work with the client to allow them to objectively consider their life and their values; their goals and how these goals are aligned with their values; how they interact with and influence their world. New skill sets are introduced, and the client introduced to new ways of measuring their success, and ultimately achieving the change required.
The CHANGE Coaching Model
- Current Situation
- Hopes and Dreams
- New Skills
- Goal Setting
- End Game
Let’s look at the each of the model’s elements
- Current Situation
The coaching process begins with an exploration of the client’s current situation. It will go further than a simple recounting of the facts of the clients life, and the coach will help the client to discover their underlying values and beliefs, identify their strengths and areas for development, and uncover their life priorities. Powerful and open questions will push to the client to explore and reflect, uncovering subconscious behaviours and hidden beliefs.
- Hopes and Dreams
Here the client will be encouraged to identify their future goals. Speaking these goals aloud, in a non-judgemental and safe environment, envisioning successful realization of long held dreams, is a very powerful part of the clients journey. The coach’s role here is to draw out the client’s passions and allow them to see that hopes and dreams can indeed become a reality, once they are recognized and given a voice.
Through the process of alignment, the client will be asked to reflect upon how aligned their current life is – is it aligned with their values, with their priorities, with their newly states goals? A lack of alignment will impede any progress, and at this point it may well be that the client returns back to our starting point, to reassess their current situation.
- New Skills - New Perspectives, New Awareness, New Commitment
During this phase of the coaching model, the coach will be working with the client to help them to develop new skill which will assist them in moving forward with their goals. This may be assisting them to reframe their perspectives on a particular issue; envisioning different ways of handling certain situations; gently encouraging them to identify different approaches; analyzing what has worked in the past, and what has not. The client will be brought to a new level of self-awareness, and a level of commitment to the changes will be sought from the client.
- Goal setting
Without specific, measurable goals, it will be difficult for the client to see their successes. Particularly if the journey is a long one, the client may easily become discouraged by a perceived lack of progress. By encouraging the client to set small, achievable, goals along the path to change, the client is able to recognize success and celebrate at each step of the way. The coach will walk alongside, holding the client accountable, cheerleading the successes, working through any failures, and building momentum.
- End Game
The end game of the process is a client who is focused, motivated and fully equipped to move forward on their own. In control of their life, conscious and mindful of their core values, fully aligned and able to realize their full potential. For the time being, the coaching relationship will have run it’s course.