Alabdali, M. (2020). Activate the learning and development agenda using coaching culture. European Journal of Human Resource Management Studies, 3(2), 134-139.
The author of this article discusses different coaching models, including the OSKAR approach, which is one of the most effective and used ones and has certain tactics that escalate the results and focus on outcomes. The main stages of this model are Outcome (desired achievement and how to reach it), Scaling (current situation evaluation), Know-how (knowledge and competency needed for the success), Affirm and Action (plan), and Review (action plan monitoring) (Alabdali, 2020). According to the author, the best practice of this coaching model is to address particular behavioral or performance issues within one’s team or group (Alabdali, 2020). The key benefits of the OSKAR model are its emphasis on positive achievement and progress and collaborative approach, while the difficulty is the possibility of an excess focusing on the Affirm step instead of looking for solutions.
The CLEAR coaching model: A simple summary. (n.d.) World of Work Project. Web.
This resource is focused on discussing the essence and effectiveness of the CLEAR coaching model, which is “designed in such a way that the same process is used in each session” of it (“The CLEAR coaching model,” n.d., para. 1). Researchers note that it is created to assist persons in achieving transformational change, and it is essential to use this approach in every session of a multi-session coaching program (“The CLEAR coaching model,” n.d.). According to the article, the CLEAR model’s main benefits involve its powerfulness and increased chances of success; however, its costs include the possible emotional difficulty of the process and the necessity for persons to pay specific attention while choosing a coach. Thus, the authors recommend avoiding rushing and thinking seriously before deciding to choose this method (“The CLEAR coaching model,” n.d.).
CLEAR coaching model by Peter Hawkins. (n.d.). A Guide to Coaching & Being Coached. Web.
This resource is also about the CLEAR coaching model, and it is aimed at reviewing the main stages of this approach and evaluating its effectiveness. Contracting (establishing outcomes), Listening (listening to the coachee with empathy), Exploring (thinking through possibilities), Action (choosing a way ahead), and Review (closing the session) are the main steps of this model (“CLEAR coaching model by Peter Hawkins,” n.d.). According to the authors, the best practice of this coaching model is to help people achieve their goals with the help of emotional transformation and acquiring new beliefs, behaviors, and values (“CLEAR coaching model by Peter Hawkins,” n.d.). As for the benefit mentioned in this resource, it is the fact that this model covers a number of additional elements that are not included in other approaches, namely, the GROW coaching model (“CLEAR coaching model by Peter Hawkins,” n.d.).
Wilson, C. (2020). The GROW coaching model. In Performance coaching: A complete guide to best practice coaching and training (3rd ed, pp. 173-179). Kogan Page Publishers.
Finally, the author of the last resource discusses the GROW coaching model, which is considered the most widely used and known approach mentioned in a number of coaching books, introduced in training programs, and initially created by Sir John Whitmore. Its four stages are Goal (establishing the purpose), Reality (considering the current situation and real chances regarding the expected outcome), Options (exploring available possibilities), and Way Forward or Wrap Up (committing to specific actions) (Wilson, 2020). According to the author, the best practices of the GROW coaching model are to clearly understand the coachee’s needs at any particular point of the session and remain flexible to get them to the most necessary stage (Wilson, 2020). The benefit of this approach is the possibility of skipping or getting back to any stage, while the difficulty is that it is not always appropriate for making sustainable and significant changes.