A Coaching Model Created by The Centre for Creative Leadership
Article by Helen Ameyde
(Business Coach, BELGIUM)
The RACSR coaching model is fundamentally one that is built around the results of three assessments – Workplace Big 5, FIRO – Business, and feedback from Benchmarks 360, Leading Managers.
I use the RACSR model as part of leadership coaching and a visual representation is below. In order to get results for the client (ICF Competency 10 – 11), the integrated coaching session takes place within a strong relationship: good rapport, following ethical guidelines, built on trust, and within boundaries set by thorough contracting (ICF Competencies 1 – 4). The assessments are used as an access point to good dialogue (ICF Competency 5), the challenge (ICF Competency 6 – 7), and support (ICF Competency 8 – 9) are open, honest, and linked to client goals and underpinned by active listening for understanding.
The RACSR Coaching Model
RACSR Integrated Coaching Process
Introduction to the coaching session:
Ensure the following are communicated to the client:
- Purpose of the session: as part of a leadership development program the session is called an integrated coaching session i.e. coaching is integrated into the program activities and follow up. The session uses assessment and discussion to pull together different themes relating to interpersonal and interactive behaviors, learning, and ideas so that the client’s development is ongoing after the program.
- Confidentiality and permission to record the session – also cover logistics, breaks, and timing.
- Outline, what the session covers: interpretation of instruments, integration of data and developing themes, and developmental planning and next steps.
Questions are used to establish rapport and build trust and knowledge about the coaching process.
- How do you feel about being in the coaching session?
- What experience have you had of coaching? Ensure the client understands roles and responsibilities i.e. the client is the expert on themselves. The coach is there to ask questions, guide the client through the data, challenge any assumptions, be a sounding board, listen, build momentum and check in with the client goals and key leadership challenges.
- How should I ‘be’ as a coach?
- What would success in this coaching session look like for you?
The coach is there to help the client develop what they do and how they do it. Firstly, the coach can look at what the leader needs to do i.e. the key leadership challenges that the client brings into the room – the technical problems that need solving in a team or organization i.e. the logic/head problems. Secondly, the coach can look at how the leader would like to develop – the adaptive challenges – the pathos/heart problems often concerned with intra and interpersonal relationships. The following questions start to frame that conversation.
- What are your expectations of how coaching can help you work through your leadership challenges?
- How has the program helped you work on your key leadership challenges so far?
- Are they still relevant challenges/have the challenges developed since you started the development program?
- Who is the leader you would like to be?
- What is the narrative that you would you like your co-workers, boss, and other stakeholders to be saying?
Interpretation of Instruments:
When working with a client in an integrated coaching session, it is important to ascertain the client’s knowledge, know-how, and experience in relation to the three assessment tools by asking the simple question – what is your knowledge of the instruments?
Although the client will have had some content input concerning the three instruments during the leadership development program, it is important to clarify understanding and answer any questions the client has. The following is a broad outline of the three assessments and links that are referenced in the bibliography.
WorkPlace Big Five Profile (WPB5)
The WorkPlace Big Five Profile reveals an individual’s five personality super traits and 23 subtraits that explain work-related behaviors found in day-to-day encounters with co-workers, employees, managers, and colleagues. The WPB5 assessment is often referred to as a ‘measure of energy along 5 dimensions of personality’ (Paradigm Personality).
The FIRO-Business (Fundamental Interpersonal Relations Orientation – Business) instrument helps individuals understand their need for inclusion, control, and affection and how it can shape their behavior and interactions with others at work.
The results focus on 5 key interpersonal elements of leadership:
- Relating to co-workers
- Relating to a manager
- Relating to direct reports
- Handling negotiation and conflict
- Making decisions and setting priorities
Benchmarks 360 – Leading Managers
The Leading Managers 360 provides 360-degree feedback to the client on 15 leadership competencies that have been identified as important to leadership effectiveness for mid- and senior-level leaders, as well as feedback on 5 areas that can potentially stall leaders’ careers.
Integration of Data
The integration of data is an important piece of the integrated coaching session and the data can help frame the conversation. It is important to get the client’s view on what the data is saying – it is only data – and the truth behind it lies within the client. Some questions that can start the discussion are:
- What are you happy about – what, in the data or feedback, resonates with you?
- What isn’t clear?
- What story does the data tell you – what are the themes?
- What would you like to focus on?
- What would be useful for you?
- Where would you like to start?
- How do the differences (from the norm) manifest themselves with you/your team/your organization?
- What behavior shows up in the workplace during interactions?
- What is the impact of that manifestation?
- What don’t you like about the data?
- What story would you like the data to tell?
Development planning and next steps:
It is important for the client to leave the session with a plan of action; to establish the next steps in relation to the key leadership challenges, personal development, and/or more information. The integrated session is followed by 2 x 1-hour virtual sessions where the client/coach can check into the goals set within the integrated session.
This process is a fundamental part of the RACSR method and ensures there is momentum underpinning the goals for the client and the sponsoring organization.
Center for Creative Leadership – RACSR framework – https://www.ccl.org/articles/leading-effectively-articles/coaching-1-idea-3-facts-5-tips/
Center for Creative Leadership – 360 Benchmarkshttps://www.ccl.org/lead-it-yourself-solutions/benchmarks-360-assessment-suite/
WorkPlace Big Five – https://paradigmpersonality.com/products/workplace-big-five-profile/