A Coaching Model Created by Akhilesh Chaturvedi
(Executive Coach, INDIA)
1. Introduction
This document describes a coaching process that involves seven steps as a systematic methodology for coaching. This coaching model provides a structured to measure and evaluate coaching results. The model is predominantly created to empower coachee, where coach spends an extensive amount of dedicated time with the cochee to adjust over and above the traditional coaching. Since this model considers 7 Steps (Establish, Evaluate, Envision, Encourage, Execute, Enable, Empower)and designed to empower the coachee, it is named as 7E – Empower Coach Model. These steps simulate the way ICF describes coaching, its partnering process with clients in a thought-provoking and creative style that empowers them to maximize their personal and professional potential.
The EMPOWER model take account of a coachee’s:
- perception, beliefs and views
- habits and behaviours which may have yielded results in the past and are no more yielding the desired or expected results
- false belief and paradox trap
- forget to see à in the dynamic world that Coachee is under constant and rapid change
- Emotional status of the coachee – that has created the barrier to move ahead or being trapped, and finally
The experiences and research suggest that above said points contribute to:
i. stumbling block for coachee
ii. creating blind spots in turn impacts the productivity, relationship, effectiveness and outcome
The 7E-empowering model does take into account these behavioral / innate nature / habitual traits and supports the coachee to weed out and replace with traits that supports the coachee to get collaboration and cooperation while relating with others and to get their willful acceptance.
Finally the model empower’ s coachee to become process dependent and coach independent and bring awareness to embed a way of thinking through situations/current reality and adopt the required changes to outshine.
The process of 7E-empowering model is non-threatening, non-judgmental and non-critical and creates an environment of trust and mutual respect for a coachee to share his or her deep emotions, concerns and discover his/her true potential.
2. Coaching Process
The following are the different phases of coaching model as depicted in the picture below:
2.1 E – Establish
Coaching involves active communication between the coach, the coaching participant, and in case there is an organization involvement the stakeholders. Therefore, the terms of the coaching contract, engagement and guidelines are agreed upon at the very beginning.
Three things happen at this point:
- Commitment to discuss the importance of confidentiality in the coaching relationship and assurance to the coaching participant that information shared between coach and coachee will remain private. The coach will sign a confidentiality agreement.
- Establish commitment from the person who will be coached and from the organization if there is involvement, so that clear guidelines are understood by all parties.
- Establish most important objectives and specific goals for the coaching relationship and further get an agreement on expectations, timelines, ground rules and alignment of goals and objectives.
ICF Competencies Used: Ethical Guidelines, Coaching Agreement, and Establishing Trust
2.2 E – Evaluate
Objective:
- To understand the blind area or blind self or blind spot which coachee himself would not have noticed or observed
- Current reality the cochee is aware of and don’t know the way to move forward
- To get a perspective and view of what others think and feel about an individual.
Input:
- Behavioural, leadership approach and Personal Attributes collected from coachee in a way of questions, a set of people who consist of personal relations, reporting managers, peers and reporting team members.
Process:
- The Evaluation process consists of 3600 feedback which will be conducted before the coaching sessions begin with the coachee. The process will be completed in advance before the 1st session.
- The input will be given by a set of people who consist of reporting managers, peers and reporting team members of the coachee.
- A slot of 30 minutes per person identified for the 3600 feedback may be kept aside for discussion
- Once the feedback is received, the feedback data is compiled and evaluated by the coach.
- In the first session, establish the relations and understand the current situation of the coachee.
Outcome:
- The data will give fair access into what others around think and feel, especially those who are in the sphere of coachee’s influence and impact.
- The valuable insight in terms of where the coachee is really good at, his/her positive traits, what he/she needs to do differently
- The coach will use the feedback and coachee’s shared current situation to draw a plan of action to work on various options to move from current situation, behaviors, habits and attitudes of the coachee.
ICF Competencies Used: Establishing Trust, Coaching Presence, Active Listening, and Powerful Questioning
Grow Model: Reality
2.3 E- Envision
Objective:
- Defining the coaching to understand why and what is coaching
- Goal setting to get clarity on what needs to be accomplished
- The preparation questionnaire is a powerful tool for understanding the coachee very early in the coaching series
- The personal checklist is for the coachee and coach to see where the coachee is weakest and strongest in their life
The overall objective of this phase is to get to begin with the end in mind, what the coachee wants to accomplish and what is the coaching structure available to take him through the journey towards his/her goals.
Input:
- The data related to goals setting and summary captured between the coach and the coachee during the 1st session.
- The mining of coachee’s important areas of life
- The responses to preparation questionnaire
- The responses to personal checklist.
- The coach and coachee sit across in the first session and engage themselves into conversation to:
Process:
o define coaching – sharing of coachee’s understanding of coaching
o the coach provides understanding , clarify the misunderstanding and misgiving of coaching
o clarity on how coach can be a partner in progress to achieve his or her goals
- The coach further explains to the coachee -
o how does the coaching process ( structure) work
o define roles of coach and the coachee
o how the goals are reached through coaching
o why this period of coaching
- the Principles of coaching
- The coachee goes through a process of:
o Mining – coachee mines from the important areas of his life a list of needs, wants, be, do and haves of life
o Refining – The most important areas from the mining data are segregated from important and least important areas of life
o Defining – The most important areas are converted into well-defined goals
o Shining - The defined goal are made inspiring by creating wow statement for the emotion connect to the goals
- The coachee answers the preparation questionnaire - powerful tool for understanding the client very early in the coaching series.
- The coachee answers the personal checklist will enable the coach and coachee to take action in weak areas.
Outcome:
- A relationship and rapport between the coach and coachee is established
- The coachee gains the confidence that the coaching will support him to grow and develop
- The coachee will also realise that the coach is a partner in progress, and with his support what was not possible before can be achieved now and in future
- Arrives at 3 inspiring goals from 15 -25 or more listed areas across the areas of life on which coachee will work during the various sessions of defined coaching period
- The questionnaire answered by the coachee will give an insight into his blind spots in a non-threatening manner by a self-discovery process
- The coachee’s answers to the questionnaire will give the coach information about what is really important to the coachee, what he values and where he may get stuck during the coaching process.
