Which Coaching Framework Should You Use?
As a sales professional or business owner, you understand the importance of having a high-performing team.
One effective way to enhance staff performance is through coaching.
Coaching provides your employees with the guidance, feedback, and support they need to improve their skills and achieve their goals.
However, to get the most out of coaching, it’s essential to use a coaching framework that suits your team’s needs.
In this article, we’ll explore different types of coaching frameworks that you can use to enhance your staff’s performance.
Types Of Coaching Frameworks
GROW Model
The GROW model is one of the most popular coaching frameworks used by managers and leaders. The acronym stands for:
Goals: What does the employee want to achieve?
Reality: What is the current situation?
Options: What are the possible solutions?
Will: What will the employee do?
The GROW model helps coaches and employees focus on setting achievable goals, assessing the current situation, exploring options, and creating an action plan.
By following this framework, you can help your team members set clear goals, identify obstacles, and create an actionable plan to achieve their goals.
OSKAR Model
The OSKAR model is another popular coaching framework that focuses on solutions. The acronym stands for:
Outcome: What does the employee want to achieve?
Scaling: On a scale of 1 to 10, how close are you to achieving your goal?
Know-how: What skills and knowledge do you need to achieve your goal?
Affirm and Action: What actions can you take, and what affirmations can you make to achieve your goal?
The OSKAR model helps employees focus on the desired outcome, identify the skills and knowledge needed to achieve their goal, and take affirmative action to reach their desired outcome.
This model is particularly useful when employees feel overwhelmed or stuck and need help focusing on solutions.
TGROW Model
The TGROW model is an extension of the GROW model and includes a step for testing. The acronym stands for:
Topic: What topic do you want to discuss?
Goal: What is your goal?
Reality: What is the current situation?
Options: What are the possible solutions?
Will: What will you do?
Test: When will you test your action plan?
The TGROW model is useful for employees who need to test their solutions or actions before implementing them.
This model helps employees identify potential obstacles and develop a testing plan to ensure their action plan is effective.
CLEAR Model
The CLEAR model is a coaching framework that focuses on the following elements:
Contract: Establishing a coaching agreement between the coach and employee
Listening: Listening actively to the employee’s concerns and ideas
Exploring: Exploring the employee’s goals, challenges, and options
Action: Agreeing on action steps to be taken
Review: Reviewing progress and adjusting the action plan as needed
The CLEAR model is a flexible coaching framework that can be adapted to different coaching situations.
By using this framework, coaches can build trust, encourage open communication, and support employees in achieving their goals.
STAR Model
The STAR model is a coaching framework that focuses on performance and results. The acronym stands for:
Situation: What was the situation or problem?
Task: What was the task or goal?
Action: What actions did you take?
Result: What were the results or outcomes?
The STAR model is particularly useful for performance coaching or when employees need to improve specific skills or behaviours.
By focusing on the situation, task, action, and result, coaches can help employees identify areas for improvement and develop strategies to enhance their performance.
SMARTER Model ( A Famous Coaching Framework)
The SMARTER model is a coaching framework that helps employees set and achieve specific, measurable, achievable, relevant, time-bound, ethical, and recorded (SMARTER) goals. The acronym stands for:
Specific: Define the goal clearly and specifically.
Measurable: Identify how you will measure progress and success.
Achievable: Determine whether the goal is achievable and realistic.
Relevant: Ensure the goal is relevant to the employee’s role and the company’s objectives.
Time-bound: Set a deadline for achieving the goal.
Ethical: Ensure the goal aligns with ethical and moral principles.
Recorded: Track progress and outcomes to evaluate success.
The SMARTER model is an effective coaching framework for setting and achieving goals.
By using this model, coaches can help employees set SMARTER goals, monitor progress, and adjust plans as needed to achieve their objectives.
OSCAR Model
The OSCAR model is a coaching framework that focuses on exploring options and creating an action plan. The acronym stands for:
Outcome: What outcome do you want to achieve?
Situation: What is the current situation?
Choices: What are the available options?
Action: What action steps will you take?
Review: What progress have you made, and what adjustments are needed?
The OSCAR model is an effective coaching framework for exploring different options and developing an action plan that aligns with the employee’s goals and abilities.
Conclusion – Which Coaching Framework Should You Use?
In conclusion, coaching is an effective way to enhance staff performance and achieve business objectives.
By using a coaching framework, you can provide your employees with the guidance, feedback, and support they need to improve their skills and achieve their goals.
In this article, we’ve explored different types of coaching frameworks that you can use to enhance your staff’s performance.
Whether you use the GROW model, OSKAR model, TGROW model, CLEAR model, STAR model, SMARTER model, or OSCAR model, remember that coaching is an ongoing process that requires patience, commitment, and dedication.
By investing in coaching, you can empower your employees to reach their full potential and contribute to your company’s success.
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