Coaching modalities Coaching models and practices The GROW model The Triad model Neuro-Linguistic Programming (NLP) Emotional Intelligence  Inner Game Thinking Environment Intentional Change Stages of Change Process of Transition Appreciative Inquiry  Coaching Tools Learning styles, skills and personality testing Wheel of Life Value Maps Postcard from the future Competency frameworks

Coaching modalities

Coaching is traditionally done face-to-face as a one-to-one activity. However, we have experimented with coaching via telephone and via video conferencing tools such as Skype and Elluminate. We found students even used text-only modalities such as Facebook groups and Blackberry Messenger, in order to support each other. A review of our experiences of the use of different technologies can be found here. 

Coaching models and practices

There are a number of models and practices to support the coaching conversation and the process of personal and organisational change, which can be helpful in both understanding coaching and applying it to learning situations. We introduce a few of the most common. 

The GROW model

The Grow model is a simple but powerful framework for coaching, which focuses on Goals, Reality, Options and Way Forward. Read more...

The Triad model

The Triad model is useful for peer coaching between students, or for any situation where people are learning to coach. Read more...

Neuro-Linguistic Programming (NLP)

NLP was founded in the early 1970s by John Grinder and Richard Bandler and is as much a coaching philosophy as a coaching model. Read more..

Emotional Intelligence 

Emotional intelligence (EI) is ability to identify, understand and manage emotions within yourself and within others. Read more...

Inner Game

Timothy Gallwey's observations during while coaching tennis led him to believe that what prevents people from realising their full potential is largely down to our internal conversations. This conversation is between what he refers to as Self 1 and Self 2.  Read more...

Thinking Environment

A Thinking Environment allows creative thinking to flourish and supports individual and group learning. Read more...

Intentional Change

Intentional Change is a model of personal change through examining your real self and your ideal self, and then setting a learning agenda to move from one to the other. Read more...

Stages of Change

Prochaska and DiClemente’s model is one of intentional change that focuses on the decision making of the individual. Read more...

Process of Transition

Fisher's Transition Process looks at the journey associated with change. it is presented as a valley and one can easily see people struggling on the slopes often taking one step forward and several steps back. Read more...

Appreciative Inquiry 

Appreciative Inquiry is an approach to change that focuses on strengths, successes and positives rather than problems and negatives. Read more...

Coaching Tools

Learning styles, skills and personality testing

There are a wide range of tests and metrics available to give an indication of different aspects of personality, learning preferences, and skills and attributes. These can be useful tools in coaching to help a client develop deeper self-awareness and to prompt discussion about strengths and areas for development. Read more...

Wheel of Life

The Wheel of Life is a popular tool for exploring the main aspects of your life. This is usually used at the beginning of the coaching process.  Read more...

Value Maps

One of the most important aspects of the coaching process is identifying and understanding the client's values, for both the coach and the client. Read more...

Postcard from the future

The Postcard from the Future is another technique for realising your goals. Read more...

Competency frameworks

Demonstrating competence is about showing that you can do the job at an acceptable level. For many professional bodies membership requires demonstrating the attainment of both a specified level of knowledge and also the application of that knowledge appropriately over some pre-determined time period. There is also an implicit requirement that a member should continue to develop their knowledge and skill to keep abreast of emerging and changing practice within their profession.

Competency frameworks specify how competency is defined for a particular context and can be useful for identifying areas of strength and areas for further development, which can then be supported by coaching.  Read more...