The 4 Best Business Coaching Models To Learn From

29 December 2022 by Shweta Jhajharia

A business coach’s success or failure depends on their coaching model. No matter who you are, you won’t succeed if you’re using and adhering to a coaching model that is ineffective or doesn’t suit your needs and characteristics.

Knowing the most effective coaching models is the best way to viscerally experience how business coaching can take you or your consumers from where they are to where they want to be, whether you’re a business coach seeking for fresh coaching techniques to help your clients or a coachee looking for better coaching alternatives.

In this article we’ll explain what business coaching models are and the best business coaching models you can learn from to grow your small business.

What is a business coaching model?

A smart business coach doesn’t conduct business by coaching customers on the spur of the moment and acting on whatever ideas happen to cross their minds.

They adhere to rigid and meticulously designed coaching frameworks, which they include into both their overall strategy and daily coaching sessions.

While some coaches develop their own coaching models, others rely on ones that have been flawlessly used by other business coaches for decades.

A coaching model is essentially the framework that will guide the overall coaching process and lead a small business to success.

There are many distinct coach models that follow various coaching ideas and beliefs, as well as many different types of models for various coaching services.

As a result, what might be appropriate for a particular personality type and career may not be appropriate for someone in a different situation.

Here are the most popular business coaching models:

The 4 Best Business Coaching Models To Learn From

  • GROW coaching model

The GROW coaching model stands for:

  • Goal
  • Reality
  • Options
  • Wrap Up/Way Forward/Will


First and foremost, you must identify the clients goals up front in any coaching conversation. Similar to how successful people make goals for both their professional and personal lives. This provides the meeting a focus and, more crucially, guarantees that only meaningful dialogue is taking place.


Finding out where your client stands in respect to their objective is the next step. What strides have they made, for instance, toward their objective in their coaching journey?


Thirdly, this stage of the GROW coaching model focuses on assisting the client in exploring their possibilities. It should be underlined that this does not imply that they should simply run with their initial notion; this is obviously not the case. The client requires a solution to which they are wholly dedicated in the field of coaching, thus a coach must thoroughly consider all choices.

Wrap up

Finally, the session is drawing to an end and we are on the “Wrap Up” stage. The coachee will be in a better position to choose the best course of action and commit to a specific action or actions once they have investigated many choices for going forward.

  • SMART coaching style

The ability to define goals that will be met, no matter how great or small, is essential.

One of the best coaching tools available is the SMART method of creating goals. It explains how to set realistic goals that you can actually achieve and that will lead to better outcomes.

Leading psychologists Gary Latham and Edwin Lock famously presented their theories on efficient goal setting in the 1960s; SMART is based on these discoveries.

  • Specific: A goal will be less effective and more difficult to achieve the more comprehensive and ambiguous it is. Focus on being as detailed as you can, whether it’s a specific outcome or an area that needs work.
  • Measurable: Your objective needs to be quantifiable in order to be evaluated for progress.
  • Attainable: Set realistic goals; if an objective appears insurmountable, it usually is. However, don’t make it too simple to do either; else, motivation won’t be strong enough.
  • Relevant: Your goals should be in line with your current situation and long-term goals.
  • Time-bound: Your goal must be time-based; otherwise, it will be difficult to feel motivated to complete it.

The SMART model can also be interpreted to leadership coaching models and executive coaching.

  • OSKAR coaching model

Paul Z. Jackson and Mark McKregor’s solution-focused coaching model was created in 2002 and has since been a mainstay of numerous coaching methodologies all around the world.

By focusing on the solution rather than the problem itself, OSKAR motivates people to overcome challenges.

Although this tool has various applications, it is most frequently utilised in coaching sessions when a client’s behaviour is in a troublesome spot. OSKAR is then used to get through immediate and long-term challenges.

  • Outcome: The client specifies the result they desire after a problem has been resolved.
  • Scaling: The client rates their perceived progress toward achieving their intended result on a scale of 1 to 10.
  • Know-How: Discuss the information and abilities that will be required for the coachee to close the gap between where they are and where they want to be.
  • Affirm & Action: Highlight the good aspects of the client’s current condition and encourage their self-confidence by emphasising the effort they’ve put in to get there.
  • Review: Review the past, present, and expected future of the result.

By using the OSKAR method,you can conduct effective coaching sessions that help your clients achieve their goals and overcome any challenges they face. 

  • CLEAR coaching model

The CLEAR coaching model stands for:

  • Contract: This phase focuses on determining intended objectives, both personal and collective, and demonstrating how the coach and the process may be modified to best meet the needs of the individual.
  • Listen: The coach should emphasise getting the employee to communicate their realities, their thoughts, and their feelings at this point. The primary components of this process are “active listening” and “contract”-focused, catalytic inquiries,” which are meant to help the coach and the client fully comprehend the circumstance.
  • Explore: After the person has described their current predicament, the coach should take a somewhat more proactive approach to eliciting details regarding the scope and context of the circumstance. The purpose of this phase is to help the employee form an emotional bond with their behavioural change.
  • Action: At this step, the goal is to internalise the new perspective by getting the employee to commit to the necessary changes. The employee should set the example for taking action by carefully weighing all of the options for their next move and how they will affect them both emotionally and professionally.
  • Review: Both monitoring employee progress and providing comments on the manager’s coaching skills are important at this level. The employee’s progress toward achieving their goal must be monitored, and the coach must inquire as to how they might enhance their approach to offer additional encouragement.

Why Are Business Coaching Models Important?

Models for business coaching are crucial since they offer a path to achievement. It might be challenging to know where to begin or what actions to take next without a strategy. You may stay on the path to success by using a good coaching model to help you define your goals and create an action plan to attain them.

For start-up companies or business owners with limited expertise, this is especially crucial. Coaching models can assist in focusing your efforts so that you don’t become overburdened with all the various obligations you are juggling.

Looking for Expert Business Coaching?

We hope this guide has helped you understand the different types of coaching models and how they’re implemented in a coaching session. These carefully constructed coaching models are used by our expert business coaches to help your small business climb the ladder of success.

Your potential for success is strengthened by our team. Contact us right away to arrange a free consultation if you’re prepared to grow your company. We’ll work with you to create a personalised coaching plan suited to your unique requirements and objectives.

Book Your Free Business Strategy Review Today!

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Shweta Jhajharia

Shweta Jhajharia is one of the leading authorities on Business Value Building and the creator of the unique 6M Model. Shweta is widely respected as an impactful, intelligent and results orientated professional who helps business leaders unleash their potential to reach meaningful, higher objectives. This realisation of potential and maximisation... Read more