Key Frameworks for Coaching Conversations

I’ve been writing about why more managers don’t use coaching skills to guide and develop their people. Some managers don’t have clear framework for initiating coaching conversations. Here are two popular models that are easy to follow.

GROW Model

One of the original coaching frameworks is the GROW model, created by Graham Alexander, Alan Fine and Sir John Whitmore:

G

Goal

The Goal is where the client wants to be. It must be clearly defined so people know when they’ve achieved it.

R

Reality

The Current Reality is where the client is now. What are the issues and challenges? How far away is Goal achievement?

O

Obstacles

What Obstacles are stopping the client from reaching the Goal?

Options

Once Obstacles are identified, the client finds Options to deal with them and make progress.

W

Way Forward

The Options are converted into the Way Forward—action steps that map the way to reach the Goal.

FUEL Coaching Conversations

Zenger and Stinnett suggest using the FUEL model in The Extraordinary Coach:

  • F = Frame the Conversation. Set the context by agreeing on the discussion’s purpose, process and desired outcomes.
  • U = Understand the Current State. Explore the current state from the coachee’s point of view. Expand the coachee’s awareness of the situation to determine the real coaching issue.
  • E = Explore the Desired State. Articulate your vision of success in this scenario. Explore multiple alternative paths before prioritizing methods of achieving this vision.
  • L = Lay Out a Success Plan. Identify the specific, time-bounded action steps to be taken to achieve the desired results. Determine milestones for follow-up and accountability.

If you’ve had training in coaching skills, what framework did you learn? I’d love to hear from you. I can be reached here and on LinkedIn.

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