There are many models and approaches to coaching skill development. Over the years we’ve worked with many of them and modified or developed a few of our own.
As we’ve been developing Client coaching skills with the FUEL framework for the last few years we’ve seen striking differences from other coaching models and approaches. The FUEL conversation framework is an evidence-based approach that evolved from extensive research.
FUEL is designed to achieve behavioral outcomes, challenge assumptions, and strengthen an adult-to-adult partnering relationship between the coach and the coachee. A core difference of FUEL framework is moving the manager from telling, directing, and giving advice to asking non-leading and open-ended questions to guide the conversation so that both coach and coachee learn, arrive at a better solution, and ultimately the coachee owns the outcome.
Many coaching models are based on sports coaching approaches and designed to provide training, give advice, mentor, solve problems, and set action plans. We’ve seen numerous problems with this approach. A common problem is directing or leading questions that results in follow up conversations along the lines of “how are you doing with implementing my solution/action plan.” This results in a lack of coachee commitment and follow through and managers’ frustration when action plans are poorly implemented.
Go to The FUEL Model for Coaching Conversations if you’d like to see my video clip overview of the FUEL process for more effective coaching conversations. We’ve also just pulled together a brief summary of each step in FUEL and some of the critical differences from most coaching approaches. Click here to read it. If you’d like to dig even deeper into coaching skills development click on Extraordinary Coach for an assortment of whitepapers, blogs, videos, and webinars (use “Click to View” tabs to select the resources you’re interested in).