Coaching Model: INRUSH

Coaching Model By  Abdul Razak Bin Mohamed Ishak
(Career Coach, SINGAPORE)

Introduction

The purpose of this Case Study is to develop a personal Coaching Model that best suits me, to be used as guidance during the Coaching Sessions with my coachees.

Basis of the Coaching Model

When conducting my coaching sessions, I use the “ICA Coaching Model” as the basis.

The below diagram depicts the ICA Coaching Model:-

Briefly, the following describes what this is all about:-

1. It looks at the “Current Situation” the coachee is at, and the “Desired Outcome” the coachee wants to achieve.
2. To do that, the coachee, together with the coach, co-creates “Self Awareness” with the objective of achieving the “Desired Outcome”.
3. This shall be done in alignment with the “Beliefs and Values” that the coachee truly appreciates.
4. Some coachees come already armed with their “Goals & Vision”, some do not; and so needs guidance.
5. It is via the coach’s powerful “Questioning & Reframing” that deeper “Self Awareness” can be achieved. Often, reframing is required to move the coachee from a “disempowering perspective” to an “empowering perspective”.
6. “Taking Action” is the final important part of the coaching process.

ICF Core Coaching Competencies

The following eleven(11) ICF Core Coaching Competencies are always the “to be complied rules” during my coaching sessions:

1. Meeting Ethical Guidelines And Professional Standards.
2. Establishing The Coaching Agreement.
3. Establishing Trust and Intimacy With The Client.
4. Coaching Presence.
5. Active Listening.
6. Powerful Questioning.
7. Direct Communication.
8. Creating Awareness.
9. Designing Actions.
10. Planning And Goal Setting.
11. Managing Progress And Accountability.

I N R U S H

The synonym of my personal Coaching Model is “I N R U S H”. This aids in staying focus during the coaching process so that the main salient points are covered. This stands for:-

I – Introduction

• Welcome the coachee, put him/her at ease.
• What coaching is, what coaching is not, Coachee’s Accountability.
• Ethical Guidelines and professional standards, Coaching Agreement.
• Establishing Trust and Intimacy, Coaching Presence.

N – Nucleus

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• Get the coachee to name the agenda.
• Active Listening.
• Powerful Questioning and Direct Communication.
• Co-Create Awareness.
• Ask permission to coach in sensitive new areas.

R – Results

• How do you feel if you have met your goal?
• What is the result you want to achieve?

U – Uncover Obstacles

• What obstacles or barriers are preventing you from achieving your goal?
• Wheel of Life, Beliefs & Values.

S – S.M.A.R.T Actions

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• Has to be “S.M.A.R.T” so that they can be achievable; and can be tracked.
• What options do you have?
• What about new ideas?
• Short-term goals, Long-term goal.

H – Hour-mark (10 minutes before end)

• Recap what have been discussed.
• What are the good take-aways?
• When can we meet again?