Coaching Model: DESIRE -

A Coaching Model Created by Dymphna Ormond
(Executive Coach, IRELAND)

A strong feeling of wanting to have something or wishing for something to happen.

My coaching model is DESIRE. Many of my client’s what something different, they want a change, they want to manage/lead better or they are just stuck. They want something to happen but may not know what or how or are fearful of making the changes. Many people wish their lives away and never take action. My coaching model supports my clients to really connect with their desires and make them a reality through action. The destination needs to be clear and exciting for the client so that they can feel and see their future; by creating a safe space the client can explore where they are, what is happening and develop new awareness; support the client and helping them develop further insights they can then generate ideas to move them along the path to the desired destination; through reflection they client can see where they are, where they have come from; the client can then confidently and with excitement create their action plan; and back to determining where they are now based on their desired outcome/destination.

The client is at the centre and heart of all coaching conversations. It is about them and their desired outcomes or change that will take them on their personal journey. It’s about creating the desire, the energy and the fuel that will drive them forward. I have created a dynamic process, as we are constantly on a journey and we can move between the areas during conversations. The client is always at the centre.

Determine the coaching agreement and desired outcome or destination

Determine and agree how you and the client will work together, what to expect from the coaching relationship and each person’s responsibilities. This will include key aspects of the coaching contract and include confidentiality, how progress will be communicated to their manager (if applicable) and how you will communicate between sessions.
Develop and build rapport and trust with the client
Discuss and determine what is happening for the client now, what their desired outcome is and from that the focus for each coaching conversation. Work with the client so that they can connect with the importance of their goal and increase their desire for change. Help the client experience the destination through their senses therefore making it real for them.

Explore where they are now

Through active listening, powerful presence and powerful questions work with the client to explore where they are now, their assumptions, beliefs, values, thought patterns and develop increased awareness. The coach will remain non-judgemental and curios throughout.

Support the client

The client needs to feel support and safe in the coaching relationship. Be non-judgemental, listen openly and with curiosity. The feeling of support and safety will create trust and allow you through curiosity to explore below the surface.
Use different power tools to support the client in their journey. Use silence to give them space to reflect and think.
Explore strengths
Share observations with the client and seek their thoughts on the observation
Support the client to create structures that will support them in the achievement of their goals.

Insights and Idea Generation

Throughout the discussions ask questions to support critical reflection
What new insights do they have
Support the client in a safe and encouraging environment to generate ideas to move forward
Explore openly and non-judgementally with the client the ideas that they favour the most and reasons
Challenge the client further to consider other ideas or options

Reflect on progress

Reflect on where they are in their journey and what they would like to acknowledge themselves for, how can they reward themselves
Reflect on changes in energy, thought patterns that they are experiencing

Explore next steps

Support the client in creating an action plan and commit to implementing it
Explore who they need to support them, what could get in their way and how they would manage them