A Coaching Model By Julian Goodes, Executive Coach, AUSTRALIA
The AWARE
Coaching phases have interested me. In order to learn, grow, and develop as a coach, breaking the entire coaching process into smaller manageable pieces has been important. Take the establishment and maintenance of agreements phase as an example. Omit this phase and the whole coaching session can collapse fast. No wonder Jonathan Hermida referred to it as the “North Star”.[1]
As I delved deeper into coaching, my interest shifted towards another phase however-the one where clients would say “Wow I never thought of it like that” or “You know what, I never saw it from that perspective before”. It was these aha moments and the accompanying sense of delight on the face of a client that excited me about coaching and the learning and development industry. Typically these would emerge later in a coaching session, specifically the exploration phase.
Once discovered, this newfound awareness or client learning “needed to be fortified” [2]
This is where I drew inspiration for my coaching model AWARE. I strongly believe that genuine change and action occur when a client becomes aware and that awareness is ring-fenced. The process of uncovering blind spots (akin to the Johari Window[3] ) brings the unconscious into the conscious domain, paving the way for true growth and development.
AWARE (Aim, Why, Aware, Re-frame & Empower)
AWARE is a mnemonic comprising 5 essential components (Aim, Why, Aware, Re-frame & Empower). Each component of the AWARE model plays a crucial role in propelling the coaching process forward. Notably, at the core of the word AWARE is the letter A, intentionally repeated to underscore the paramount importance of awareness in the overall coaching process.
The 5 essential components include:
1. Aim
The coach defines the specific goals or objectives of the coaching session
Establish clarity on what the client hopes to accomplish through the coaching process
2. Why
The coach explores motivations and underlying reasons behind the client’s goals
Understand the importance and personal significance of the desired outcome
3. Aware
Create a space for the client to explore their current thoughts, feelings/perspectives
Create a space for self-awareness and reflection
4. Reframe
Help the client re-frame their challenges or obstacles in a positive light
Encourage alternative perspectives and viewpoints
Explore how shifting mindset can lead to new possibilities
5. Empower
Create action plans and strategies
Support the client in taking steps towards their goals
The AWARE Coaching Model
The coaching model AWARE used together with the Power Tool self-confidence Vs doubt [4] has already achieved success and shown positive results in the business field.
Case Study & Use
Situation
A Chinese team within an American multinational company faced challenges speaking up in virtual global meetings. Despite the boss’s encouragement for the team, and with the company emphasizing communication and collaboration, little progress was observed. This lack of openness resulted in issues such as a lack of transparency, trust issues, communication problems, and low morale.
Solution
The team first underwent a series of individual coaching sessions to align on the goal of speaking up and exploring underlying challenges (The A phase of the model). Deep-rooted issues linked to culture, lack of skills, and fear of being misunderstood were uncovered (W phase of the model). It was during these sessions that staff experienced “aha moments” and began to understand their personal frames/blocks to speaking and empowering shifts in perspective came to light (A &R phases of the model)
Group-facilitated sessions were used to reinforce the benefits of action vs inaction. Training tools focused on structuring a point/opinion, providing the team with opportunities and skills to practice in demo global meetings.
Final individual coaching sessions followed real global meetings where team members reflected on progress and future action plans were made (E phase of the model).
Outcome
Feedback from the project was extremely positive, leading to senior managerial recommendations for another four teams to undertake the program.
Learn How to Create Your Own Coaching Model
Your Coaching Model reflects your values,
philosophies, and beliefs and must communicate who you will coach
and the problems you will solve. Read more about creating your coaching model
References
Hermida, J (2023) ICA Coaching Class: Competency Labs Facilitating Growth
Chhibar, S (2023) ICA Coaching Class: Mentor Coaching
Luft, J & Ingham H (1955) The Johari Window
4 Goodes, J (2024) Power-Tool Self Doubt vs. Confidence, ICA Coach Campus