C.O.A.C.H. Framework

What do you want?

We describe the ‘O’ in our coaching model as Obsess –  Obsess On Outcome.

There is a reason that this is the second step. Declared ‘public’ outcomes are very slippery, and coming up with one is a cinch, dead easy. Coming up with an outcome that is gut-driven is a completely different story.

Our coaches are taught how to differentiate between Public Motivators that drive expressed outcomes – those run-of-the-mill superficial motivators that look good in public – and things that motivate us inspire us and compel (impel?) us to act from deep within. Private Motivators.   The former only work when people are watching, whether that is a manager, spouse, or your social group. The latter are massively powerful and come from the core of personal belief and conviction.

Incidentally, we’ve identified what we call Secret Motivators that are deeper still.  They are the ones that have driven us to the place we are today without us knowing what they are nor how we got here! But they did and we have. Secret motivators are pretty much 100% successful, often ending us up with something we don’t actually think we want.

The tools we use with clients in order to ‘Obsess on Outcome’ usually reveal these highly secret hidden intentions.

Yet Another Coach Model?

Director Andrew Sercombe comments on the new model framework.

Yes.  The majority of Coaching models (the ‘GROW’ model, ‘RICH’, ‘Achieve’, ‘CREATORS’, ‘CASCADE’, ‘CANOE'(?!) to name but a few of the dozens) do not address the underlying hidden issues of the structure of the session. They focus on creating only content instead of taking the whole context of the appointment into consideration.

For instance, the way you coach another person has a profound effect on the result. Many of our clients see significant changes in their lives, not because they believe them to be possible, but because the coach does!  In other words, the ‘mirroring’ effect well known to the world of neuro-science and psychology and often mentioned in the press, provides the pathway for change.

So we will spend however much time is necessary building that relationship so that the client is thoroughly comfortable with establishing the crucial bridge of trust that enables the path to be taken across what are often huge gulfs of distrust – not least the client trusting him/herself. Without self-trust as well as trust in the coach the outcomes will be identified, the plans for progress will be drawn up, the session will end – and no fundamental change will happen.  

Changes in behaviour come from changes in the rules we create to run our lives, and the rules only change when the underlying beliefs and assumptions we hold to be ‘the truth’ (and may have held since we were little children) shift in some way. That rarely happens using a conventional coaching model. You get superficial change, but not changes that stick. 

I’ll go with Harvard Professors Bob Kegan and Lisa Lahey on that one!  Their book ‘Immunity to Change’ is well worth a few days’ study.

There are all sorts of different coaching models, and most of them consider the content of coaching – what you actually say and do with your client.

The 5-Step C.O.A.C.H. Framework focuses on the process of coaching, from the coach’s point of view. How the coach will lead the coaching session.

Whilst we have a comprehensive tool called The Ring for our team to work with, we wanted to create a simple, easy to remember model for anyone to use. The 5-Step COACH Framework comes right out of our day to day coaching experience. We asked ourselves "HOW do we do what we do to get the results we get?" Put simply, this is it.


C: Connect well.

If the coach and client are not connected the power cannot flow, so start here, take your time to develop trust, or nothing of value is likely to transpire. You may be able to establish this rapport quickly and easily with some people. Others will be much more cautious.

O: Obsess on Outcomes.

As Stephen Covey puts it: start with the end in mind. Our Number One coaching question is "What do you want?" A simple question, but not so easy to answer. Take time with this. A fast answer is often a superficial shallow one. What do you REALLY want?

A: Accept Realities.

Your client is unlikely to be accepted into a top university to become a GP at the age of 63. There are only a limited number of places to train to fly a stealth bomber. We can’t all be astronauts. He or she CAN achieve in hundreds of other contexts though, without wasting time and energy on – and being distracted by – unrealities. Your client’s potential is almost certainly greater than first appears, so start where she is now.

C: Create together.

 …. motivation, empowerment, hope, inspiration, resources, and of course: solutions. Once the ground work is done in the session, you and your client can collaborate to create amazing attractive, deeply satisfying and admirable working solutions to life’s challenges.  

H: Hand back responsibility.

The coach’s final responsibility is not to take responsibility. It’s the client’s life and future. Most clients relish facing up to what lies ahead. Some don’t and want you to come up with all the answers – and maybe take the blame? That’s not your job. 

The 5-Step COACH Framework is fresh, inspirational and works. We’ve highlighted one or two aspects here.  For the full training for you and your team, contact us coach@powerchange.com.