A Coaching Model Created by Michelle Cunningham
(Career & Leadership Coach, UNITED STATES)
Introduction
The CREATE Coaching Model is a process model designed to assist coaches and clients in moving through a co-creative process toward action in alignment with the client’s goal. By following the six steps in this model, clients can journey through a creative process of identifying a goal, assessing their current situation as it relates to the goal, and brainstorming new possibilities and perspectives. Clients may then select and move forward with one of the new perspectives in making progress toward the desired goal.
The CREATE Coaching Model may be used in both pure coaching and blended coaching practices. My intention for this model was to provide a creative approach to coaching sessions, which encourages open-mindedness and the opportunity for perspective-shifting in the mindset of the client.
Below are some suggested questions that a coach may ask in each step of the CREAT process, and the potential outcomes for the client associated with them.
Step One – Change
Questions the coach might ask:
- What is the change that the client wants to make?
- What needs to change for the client around a current issue or roadblock?
- What desired change has brought the client to coaching?
Clients seek out coaching for many reasons. And, many of those reasons relate to a change or changes that the client wants to make. By identifying the desired change that has brought the client to coaching, the client will be able to more clearly articulate their goal for the coaching session.
Step Two – Right Now
Questions the coach might ask:
- What is happening right now in the client’s environment?
- What has got the client’s attention right now?
- What is true about the client’s situation right now?
By focusing on the here and now, the clients may begin to more clearly articulate their current perspectives. Gaining awareness of their current perspectives, values, and beliefs is an important step for clients to take before they can begin to explore new options and perspectives.
Step Three – Explore
Questions the coach might ask:
- What parts of the desired change would the client like to explore further?
- What values or beliefs are present that the client may want to explore?
- What other perspectives are available for the client to explore?
By inviting the client to explore options, the coach helps the client focus on future possibilities. Exploring options does not mean that the client must act on each one. Exploration is about following curiosities for the client and the possibilities that may exist for them.
Step Four – Analyze
Questions the coach might ask:
- Which of these new perspectives or options would the client like to further analyze?
- Analyze what awareness has come up for the client around these new perspectives.
- Based on this analysis, where would the client like to go to move forward?
Following the exploration of alternate perspectives, the client may begin to analyze which path makes the most sense to move forward. A new awareness is likely generated here, and new learning may help to define the next steps for the client.
Step Five – Take Action
Questions the coach might ask:
- What action would the client like to implement first?
- What action steps is the client willing to try?
- What actions will best help the client to move forward toward the goal?
Based on the newly-created awareness through the Explore and Analyze steps, the client may being to create an action plan of the steps needed to move forward toward the goal set at the beginning of the coaching session. Clearly defining action steps and accountability methods will support the client’s future success.
Step Six – Expedite
Questions the coach might ask:
- What action will the client take first?
- When will the client get started with the actions?
- What needs to be resolved for the client to get started?
By expediting the action, and setting a timeline, the client will gain clarity on the commitment needed to move forward to the goal. By committing to action right away, the client is more likely to be successful in implementing the actions.
Conclusion
While the CREATE Coaching Model is represented visually as a linear process, there is the flexibility to “circle back” to various steps if the client chooses to do so. After analyzing the options, the client may decide not to act on those, and to explore more options, for example. The process is meant to be client-driven.
My influences for the CREAT Coaching Model come from the GROW Model[1]and the International Coach Federation (ICF) Competency Model.[2]
I appreciate the GROW Model for its simplicity and ease of understanding. Someone who is not a certified coach can study this model and implement its process steps in a variety of coaching situations. Since much of my work deals with coaching entry-level and mid-level management, I can recommend GROW as a model to help them in coaching their direct reports on performance-related issues. My desire to CREATE was to take the coaching conversation up a notch, yet still, keep it easy to follow and understand.
The ICF Competency Model is the gold-standard for certified coaches. My desire for the CREATE Coaching Model was to incorporate the competencies outlined by the ICF as deeply as possible. By doing so, I feel my model holds to the ICF Code of Ethics[3]and the standards I pledge to uphold as a certified coach.
References
[1]GROW Model – https://www.coachingperformance.com/grow-model/
[2]ICF Competency Model – https://coachfederation.org/core-competencies
[3]ICF Code of Ethics – https://coachfederation.org/icf-ethics
