The greater part of progress is the desire to progress Seneca
This model places emphasis on self-improvement, self-driven approach and highly motivated coach and client environment. This model may be applied for any type of coaching transformations. Some of the most suitable situations are life-coaching, transformation in relations, executive coaching. This model’s success is based on coach’s ability to practice Core coaching competencies at every stage of this framework. Coaching helps people stay ready and goes beyond articulating visions, delegating accountabilities or tasks, or addressing “how you come off to those around you.” Dr. Marshall Goldsmith says in his article “Why Coaching Clients Give Up”:
- Coaches can either help leaders set goals that increase their probability of long-term change, or help leaders set goals that may feel good in the short-term - but lead to disillusionment and "giving up" in the long-term.
- “In reality there is no "easy answer" - real change requires real effort. The "quick fix" is seldom a "meaningful fix". Distractions and competing responses are going to happen - and the higher level the executive - the more likely that they will happen. Improving leadership skills - like getting in shape - won't solve all of life's problems. And finally great leadership is something that leaders need to commit to for the rest of their careers - at least if they really want to be great!