A Coaching Model Created by Amrita Madiah
(Executive and Life Coach, INDIA)
Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness, that most frightens us. Your playing small does not serve the world. There is nothing enlightened about shrinking so that other people won’t feel insecure around you. We are all meant to shine as children do. It’s not just in some of us; it is in everyone. And as we let our own lights shine, we unconsciously give other people permission to do the same. As we are liberated from our own fear, our presence automatically liberates others. Extract from a speech in the movie ‘Coach Carter’ (2005)
In my experience thus far as a coach, these words ring true about a coaching relationship. Coaching is a synergistic experience, a journey through which the client and the coach explore, learn, develop and grow, together and separately.
There is a responsibility for both – to participate and gain from the engagement.
There is value to be derived for both – from the outcomes each is open to achieve.
The word ‘lead’ has many meanings:
‘Command others, be in charge of something, be ahead. Of the many connotations of the word, what best describes this model is ‘show the way’.
The LEAD Model outlines the philosophy that the journey is as important as the destination and there is both an opportunity as well as responsibility for everyone who travels this path, to savor and gain from the experience.
This model outlines some key elements of the process of coaching in terms of skills, actions and outcomes that the coach and client will jointly drive to complete the coaching journey.
Most people do not listen with the intent to understand; they listen with the intent to reply. Stephen R. Covey
Don’t be satisfied with stories, how things have gone with others. Unfold your own myth. Rumi
You are what you do, not what you say you’ll do. Carl Gustav Jung
Action expresses priorities. Mahatma Gandhi
This model ties closely with the GROW Model and integrates the ICF competencies across the 4 Actions, to act as a framework for a coach to conduct her/himself during a coaching engagement.
The intent is to highlight key aspects of the role of a coach in a coaching engagement mirrored with the outcomes for the client. What remains common is the actions both need to take in order to derive full value from the process.