Several years ago I was attending an HR/training exhibition/conference. One of the exhibiters that I got speaking to was a company that specialised in coaching. Quickly this individual read my name label, which also had my then job title of a trainer. The very first question they asked me was do you use coaching, followed quickly by which model do you use?

The first response that came into my head was “the one that works for that situation and individual.” However, I figured that in order for that question to make sense to the person asking the chances were that they felt that you just followed one coaching model. So I resisted answering with my first response and spoke about a model that the business I was in at that time had devised.

However, I have to admit that I was feeling slightly mischievous. As I know and use, as appropriate, many different models I could choose to mention one of several. The one I choose to tell them about one that was unique to the company I worked for at that time – one that they had modelled, identified the steps used and created their own acronym to act as a reminder of the steps.

In case you’re reading this thinking I’m saying that models have no place in coaching let me make it perfectly clear that is not what I’m saying. Coaching models can be fantastic for many reasons:

• They can aid your mastery of coaching as they assist you to be conscious of what you are doing and to make choices deliberately.
• They can assist you in deciding a particular course of action to take, which question to ask next, the technique to use or a suitable approach.
• A model can be easy to teach to someone totally new to coaching
• Following a model can be very reassuring to those new to coaching.
• To some audiences models add credibility about your expertise as a coach.
• Not forgetting that in the right context they can work!

The downside to coaching models is that some take the idea that coaching models exist and look for step by step instructions. A one size-fits all approach if you like. It’s almost as if they are looking for an “if they say x you say y” level of instruction without paying attention to other skills. My own personal belief is that when done skilfully coaching is so much more than a formula.

Imagine that you have the experience of calling two different call centres – Call centre A where the agents have to follow a script and are restricted by what their system allows. Call centre B is one where the agents have received training, have product knowledge and are allowed to have a conversation in their own professional style that focuses upon you as a caller.

Which one would you rather be involved with? If your situation fits with the script and their systems then you may have a satisfactory outcome to your call with call centre A. If you have a more unusual scenario or one that doesn’t work with their system then Call Centre A is not likely to be able to assist you, and you’ll have far more chance of success with Call Centre B.

What has this got to do with coaching? From time to time I see coaches using the same approach as call centre A. They have a model they use and they put all their focus on using it the “right” way.

I like to give this approach the benefit of the doubt and think that the coach’s motivation is about doing a great job for their client. The only thing is that the client is often ignored because the focus is on the process of the model, which means signs and cues can be missed. The coach is very inflexible with their approach trying to get the client to adjust to their approach instead.

Does this mean that I am suggesting that you should not learn coaching models? – Again, I say no.

What I am suggesting is that:

• You are open to the possibilities that there can be more than one approach.
• Don’t be afraid to change direction if one way isn’t working.
• Remember your other important coaching skills – such as listening
• Don’t ignore the client and their response

Thinking back to just the last couple of coaching sessions I’ve run I know that I have employed many models such as GROW, Transformative Coaching and High Performance Coaching. And I do mean employ – models are there for you to use the services of, not for you to surrender your control.