A Coaching Model Created by Terre Short
(Executive Coach, UNITED STATES)
I intend to provide Executive Coaching and Leadership Development. My process for bringing out the brilliance of each client will follow the framework outlined in the P.U.R.P.O.S.E. model. This framework is founded on the belief that every client is unique and has strengths that can be further explored for them to excel at living their purpose. The steps of the process are always fluid and relevant to the client’s intention as these components are explored at a pace and in a sequence that is meaningful to them.
There are three distinct phases of the coaching process:
- Discovery of perspectives and strengths (Perspective and Uniqueness)
- Discovery of goals and actions required (Planning, Options & Successes)
- The actualization of aspirations (Success and Excel)
Overview of the Exploration Process
Developing leadership skills and excelling as a leader, oftentimes begins with refining one’s purpose. Sometimes a specific intention informs the coaching. Either way, a framework is useful in questioning assumptions, understanding desires, valuing strengths and generally peeling back existing layers of beliefs. Here are the components that are explored with each client and some related questions that may serve individual sessions.
- What is valuable about a current perspective?
- How does the current perspective serve– personally and professionally?
- What sort of changes to perspective is desired? What would this change/influence?
- What individual strengths can be identified?
- How do strengths serve (the individual)? How well are they leveraged in personal and professional life?
- How might strengths be improved upon?
- What sort of results are desired?
- How have these results come to be valued?
- What do the desired results truly mean?
- What work has been done toward them?
- What will be different once they are realized?
- What actions are needed to move toward the desired result(s)?
- What obstacles might be expected?
- What risks exist for the plan?
- What commitments will be made? How will these be measured?
- What resources are available?
- What else could be explored?
- Who might support and/or enhance the journey?
- What is not an option along this journey?
- How will steps toward desired results be measured?
- What strengths have served in this process/change?
- How will successes be celebrated?
- How will success be maintained?
- What value has been created/discovered/honoured? What difference will this make?
- What has been learned?
- What can be used for the next challenge?
- What else is important for further development?