A coaching model serves as a guiding framework for coaching interactions. It forms the foundational structure employed during coaching sessions, comprising distinct components or stages. Each component or stage serves a specific purpose, ensuring the coaching process maintains a systematic approach and does not deviate into aimless conversation. While various coaching models exist, they all share a fundamental understanding of the essence of coaching. Some common examples of coaching models are GROW, CLEAR, and OSCAR.

However, one should always create a unique coaching model based on personal experience and insights. The purpose of a coaching model should be to create a framework to guide the coachee through the following steps:

1. Establishing a desired goal: The first step in coaching is to clarify and define the client’s desired goal or outcome. This sets the direction for the coaching process and provides a clear focus. Goals should be specific, achievable, relevant, and time-bound.

2. Understanding where they are: Once the goal is established, the coach and client work together to assess the client’s current situation or starting point. This entails developing a profound comprehension of the client’s present condition, strengths and weaknesses, and pertinent background details.

3. Exploring options where they are headed: With a clear understanding of the client’s starting point, the coach helps them explore various options and strategies to progress toward their desired goal. This step involves brainstorming, creative thinking, and considering different paths to success.

4. Determining what may be the obstacles: Identifying potential obstacles or challenges hindering the client’s progress is crucial to coaching. Coaches assist clients in recognizing both external and internal barriers and help them develop strategies to overcome or navigate these obstacles.

5. Establishing a plan of action: Once the client has explored options and identified potential obstacles, the next step is creating a concrete action plan. This plan outlines specific steps, timelines, and resources required to achieve the goal. The plan should be realistic and aligned with the client’s capabilities and circumstances.

A coach should play a supportive and guiding role throughout a coaching process, asking powerful questions, providing feedback, and helping clients gain clarity and confidence in their path forward. It’s important to note that a coaching model can be personalized or tailored to meet the unique needs of each coaching relationship and the specific goals or challenges the client is addressing. The ultimate purpose is to empower clients to take ownership of their goals and actions and facilitate their growth and development.

The success rate of any coaching engagement highly depends on the right contracts ,a coaching engagement can fail or succeed based on the contracts we establish.Coaching contracts also called coaching agreements are an essential part of any coaching engagements and needs revisit in every interaction.

Abhyudaya coaching practice is based on 4 important elements which are essential for coaching relationships irrespective of the model being used. These elements are Acknowledgement, Empowerment, Emotional Connect and Empathy.

The elements are the foundation to start a relationship with openness and trust to create space for transformation and learning. In order to ensure coaches develop essential skills to be able to support coaches unleash their potential it is important for coaches to unleash their own potential as well.

One example of a coaching model developed by Abhyudaya’s Founder Jaya Bhateja, MCC is the DESIGN Coaching Model.

The DESIGN Coaching Model is structured on the belief that in order to achieve any goal or to deal with any issue an individual needs to go through introspection to create self-awareness to determine what our best life looks like, and what will motivate us to achieve it. With the help of the DESIGN Coaching Model clients can reach where they are motivated to reach with a meaningful thinking process. Let’s take a closer look at the process.

Define Goal

To start any coaching process it is important to define the end. While starting a coaching process by defining a goal for the client so that there is a purpose defined for the coaching process. Following questions direct the client to define the purpose and goal for the coaching discussion. 

• What’s the issue or opportunity that you want to focus on?
• Where would you like to be with that by the end of our time together?
• How would you like me to be today? Supportive or challenging?

Energize to look for possibilities 

After exploring the goal & purpose the client is open to various possibilities available to reach the goal. Now is the time to energize the client to go through the possibilities in detail to create an action plan. Following questions can help the client at this stage:

● What’s the current situation?
● What options are available or can be created?
● What have you tried before? What was the effect?
● What are the costs/benefits of each option? 

Select action plan 

There can be various options to achieve a particular goal and hence it is important to select the appropriate action plan which can help the client to achieve the goal: 

● What is the best option for you to reach your goal?
● What are the resources you need to support the option?

Identify challenges

Post deciding on the action plan it is important to look for the challenges which can be a roadblock. By Identifying the challenges the client can be better prepared to deal with those challenges. 

● What are the obstacles in your way?
● How can you deal with them based on past experiences?

Gratitude towards action plan

Post identifying the challenges and the action plan it is necessary to pay gratitude to the action plan by committing to it. Paying gratitude means creating an intent to achieve the action plan and to address any beliefs which can come on the way: 

● Have you created the intent to follow your action plan?
● Are you committed to your action plan?
● Are there any underlying beliefs stopping you from proceeding on your action plan? 

Navigate through action plan 

Once all the above steps are taken care of, it is time to take action by just navigating through the action plan. Believing in the journey planned with the help of previous steps and going effortless with intent and positivity to achieve the goal: 

● When can I start implementing the action plan?
● Can there be a reward process to celebrate each milestone?

The DESIGN coaching model is a reflection of Jaya’s coaching practice and has been used successfully in multiple sessions however it is imperative to say that there is no single model which fits all the situations and hence the model needs to change as per the client scenario.

Jaya’s coaching practice is a space of 4 important elements which are present for all her sessions irrespective of the model as the model would change from situation to situation. These elements are Acknowledgement, Empowerment, Emotional Connect and Empathy which are the foundation of her coaching practice and they are present at all the stages during her coaching process.

Another coaching tool available to coaches for facilitating in-depth conversations with clients is MERAKI. 

MERAKI, a coaching tool, is designed as a deck of cards to help individuals craft a vision for themselves, their organizations, communities, teams, or families. It also promotes creative problem-solving, helps break through life or career roadblocks, aids in conflict resolution, and fosters group engagement