“Coaching is helping another person reach higher levels of effectiveness by creating a dialogue that leads to awareness and action.” 
Brian Emerson & Anne Loehr (A Manager’s Guide to Coaching)


I subscribe to two coaching models ― The ACHIEVE Coaching Model (executive coaching model) and The WIN BIG Coaching Model (employee coaching model). You can read more about both models below.


% of Coach Practitioners Who Coach Executives or Managers


Number of Professional Coach Practitioners Worldwide


% of CEOs Who Do Not Receive Outside Coaching


% of Companies That Report They Use Coaching


What Is Executive Coaching?
The Center for Executive Coaching (2016) defines executive coaching as follows: 

“Executive Coaching is an efficient, high-impact process that helps high-performing people in leadership roles improve results in ways that are sustained over time.” 
  • It is efficient, unlike traditional consulting assignments, because it does not require invasive processes, large outside teams, and lengthy reports and analyses to get results.  
  • It is a high-impact process because executive coaches typically work with clients in short meetings (i.e., 30 minutes per session). During this time, the coach and client can generate important insights, gain clarity, focus, and make decisions to improve performance. 
  • Executive coaching works with high-performing people in leadership roles. It is not therapy, meant to “fix” a person. As an Executive Coach, your clients are already high-functioning, successful people. Like any of us, they need support from time to time in order to perform better.
  • Finally, your goal as an executive coach is to improve results in ways that are sustainable over time. Your clients want some sort of outcome, usually related to improved profits, career success, organizational effectiveness, or career and personal satisfaction. If you aren’t helping your clients get results, you aren’t doing your job. At the same time, coaching is about helping people improve their own capabilities and effectiveness, so that the results and performance improvements last. To use the time-worn and famous quote, you are teaching people to fish, not feeding them for a day.
The ACHIEVE Coaching Model
The ACHIEVE Coaching Model is a seven-step model developed by Sabine Dembkowski and Fiona Eldridge. It includes the following steps: (a) Assess current situation, (b) Creative brainstorming of alternatives to current situation, (c) Hone goals (i.e., helping the client to formulate goals), (d) Initiate options (i.e., helping the client to initiate a wide range of behavioral options to achieve the desired goal), (e) Evaluate options, (f) Valid action program design (i.e., collaboration of the coach and the client to develop an action plan), (g) Encourage momentum (i.e., ongoing process of providing encouragement and helping the client to keep on track with the plans).
Background of the ACHIEVE Coaching Model
The ACHIEVE Coaching Model is based on an international best-practice study of executive coaching drawn from the UK, Germany, and the U.S. The model was further tested and refined through an executive coaching practice. Thanks to this research, seven core coaching capabilities were identified and a 7-step process, called the ACHIEVE Coaching Model, was developed. The seven core capabilities of executive coaching are: rapport building, deep listening, creative questioning, clear goal setting, giving feedback, intuition, and presence.
"A coach recognizes that the internal obstacles are often more daunting than the external ones." 
Sir John Whitmore (1937–2017)


The W.I.N. B.I.G. Coaching Model — by Brian Emerson and Anne Loehr
When you help an employee become aware of what’s going on and then help them take action toward it, you WIN BIG and they WIN BIG.
The Coaching Process
Determine Coachability ➜ Build Awareness ➜ Move to Action

A coaching conversation has three distinct components: 1) determine coachability (i.e., whether the situation requires coaching), 2) build awareness (i.e., asking questions to create a dialogue that builds awareness about the issues at hand), and 3) move to action (i.e., moving the client to take action so that changes occur, leading to more effectiveness).

Determine Coachability 
Is this about Aptitude, Attitude, or Available Resources? 

Build Awareness—W.I.N.  
W-onder about root cause - Discovery 
I-nvestigate wants - Visioning 
N-ame possible solutions - Problem Solving 

Move to Action—B.I.G. 
B-uild a plan - Action 
I-nsure action - Accountability 
G-ive affirmation - Validating  
Coaching Employees - Some Tips
According to Brian Emerson and Anne Loehr, creators of the WIN BIG Coaching Model, coaching is a tool that a manager can use to be successful. When utilized in the right situation and at the right time, coaching can make the life of a manager much easier. It's important to recognize when and when not to coach, just as it's important to learn how to coach. Coaching is a dialogue that leads to awareness and action. When an employee has the skills and ability to complete the task, but struggles with the confidence, focus, motivation, drive, or bandwidth to be at their best, coaching can help. 
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