History of the Coaching Models:

Many of the early coaching models made an attempt to formulate a coaching model based on the static models of learning. This was seen from the 1950s to the 1980s. However, the 90s saw the additional option of sports coaching.

Coaching models should be assessed individually. They are expected to be flexible and adaptable, to facilitate easy implementation according to the need.

Coaching models are also expected to follow certain criteria like:

. Presenting a complete, comprehensive description of all the processes involved.

. Establishing the connection and nature of the component parts.

. Predictive enough to make attaining goals easy.

. Ability to produce sustainable and measurable changes.

Types of coaching models:

Traditional coaching methods were constructed around outdated change models, like the grow model, action planning, simplistic personality profiling and goal setting. Most of these models fall short of formulating measurable and long-lasting behavior competences.

Commonly used coaching models and the change factors addressed:

Stages of the trans-theoretical or change model:

Willingness to make or attempt to bring about a change in behavior differs from individual to individual. A reversion to the old model is a part of the process.

Social learning theory or social cognitive theory:

The main criteria under this theory are environmental influences, personal factors and behavior.

Theory of planned behavior or theory of reasoned action:

Being rational in nature, people pursue a common motto to perform, keeping in mind the beliefs, subjective norms, attitudes and perceived behavioral control.

Solution focused theory:

This particular model is known to assume that the client knows the answers. Considering the critical role of commitment, trust and collaboration, formulating solutions encourages change.

Multi-modal approach to coaching models:

The multi-modal approach to coaching models uses features of various coaching models and techniques. It is considered one of the most systematic and technically diverse approaches. The success of this professional approach lies in the coach training method and the fulfillment of the client or employer needs.

Role of a workplace coach:

Coaches not only help in reaching the goals but also motivate the team members in performing better, like sports coaches do. Coaching is not merely telling someone what to do or offering advice. An efficient coach presents the team members with more challenges, while considering a different approach to deal with workplace problems.

Coaching is a lesson in self-improvement and self-discovery. In the workplace, the managers act as coaches. It is part of their duty to be firm with the team members and monitor their progress. They are expected to act in a specific manner towards the different challenges faced at work. Moreover, coaches double up as mentors. They generally use questionnaires and feedback from the co-workers and role-play exercises to assess the leadership style. To attain all the goals in the workplace, it is essential for the coach to be efficient.