Any business is a growing enterprise, which may have internal and external factors hindering its success. There are times when workers lose interest or start performing poorly, thus having a direct impact on the progress of other team members and the company as a whole. Business coaching models are then introduced to study and understand this condition, and work towards improving the over all performance of the company.



There are two primary coaching models: the traditional model and the behavioral model.

Traditional coaching models

The traditional coaching model is said to be outdated and negative, and it mainly concentrates on how to do and how to do it better. A feeling of negativity is perceived because the main assumption according to this model is that there is something being done incorrectly. Due to this, the main goal is ignored, and it is hard to achieve the desired result.

This model is still being used even though there have been failures because of the coercion employed by the coach. This coercion not only discourages the members from performing well, but also proscribes the coach from attaining his or her goals.

Behavioral Coaching Model

In the modern age, business coaching takes an integral approach based on behavioral science. Coaching models are expected to include beliefs, values, personal development, attitude, motivational levels, emotions, and social learning, besides organizational dynamics and defenses.

The main components of behavioral coaching model are derived from the behavioral approach to change, and to learning. The job of the coach is to analyze the behavior in relation to the antecedents and the consequences before the change. This also means the building of a developmental plan using various behavioral change techniques.



The best coaching model needs to have aspects of both the behavioral approach and the traditional approach, for sustainable learning to take place.

Coaching models should be appropriate to the given circumstances, depending on particular problems and requirements, as no model can fit all coaching situations. In addition, they need to address behavioral choices like knowledge, attitude, and prior convictions.

Following are the four commonly used coaching models

Stages of change / transtheoretical model

According to this model, targeted interventions should be placed decisively within the ongoing context of the present cyclical process for the change to be successful. It identifies five discrete stages; namely, pre contemplation, contemplation, preparation, action and maintenance.

Social cognitive theory/social learning theory

Based mostly on psychological aspects, this theory gives emphasis on the behavior of the individual. According to it, human behavior is determined by three factors: dynamic, reciprocal interaction of personal factors, and behavior and the environment.

Theory of reasoned action / theory of planned behavior

The main purpose of this theory is to predict and understand motivational influences on behavior that is not under the control of the individual. It also works to identify the target strategies for changing behavior.

Solution focused theory

Also known as the competency based theory, the philosophical approach of this model is to collect and discuss non-problematic data to solve a problem. It is sometimes combined with student assistance programs (SAP) to improve student performance.

Professional coaches need to identify two component platforms, i.e., process construct and the core behavioral or learning change construct, before selecting a coaching model. Process construct uses a validated, psychologically robust definitive model, which has been proven in the real world workplace. On the other hand, the core behavioral construct, which differs from the traditional approach, identifies the core behavioral aspects that control the result.