11 Powerful Coaching Models Every Leadership Coach Should Know

In a fast-paced business landscape, leadership coaches are vital to enabling leaders to make better decisions, build high-performing teams, and inspire meaningful change. Effective coaching model gives you a methodology to offer convenience to leaders through self-awareness, goal setting, and problem-solving.

Whether you are an executive coach, a learning and development professional, or a business leader building coaching capabilities across the organization - applying the right coaching framework can have a considerable impact on leadership effectiveness.

Here are 11 of the most informative coaching models every leadership coach needs to learn:

1. The GROW Model – The Foundation of Coaching

Best for: Goal setting, structured coaching conversations

Steps:

• Goal – Define what the leader wants to achieve
• Reality – Assess the current situation
• Options – Explore possible courses of action
• Will – Commit to an action plan

The GROW model is one of the most widely used coaching frameworks because of its simplicity and effectiveness. It helps leaders set clear, actionable goals and fosters accountability.

2. The OSKAR Model – Coaching for Solutions

Best for: Solution-focused coaching, performance improvement

Steps:

• Outcome – Define the desired outcome
• Scaling – Measure progress and current standing
• Know-how – Identify existing strengths and resources
• Affirm & Action – Reinforce positive actions and plan next steps
• Review – Evaluate progress

Unlike problem-focused models, OSKAR encourages solution-oriented thinking, making it highly effective in business coaching environments.

3. The CLEAR Model – Enhancing Leadership Clarity

Best for: Leadership development, transformational coaching

Steps:

• Contract – Establish objectives and expectations
• Listen – Deep, active listening to understand challenges
• Explore – Identify barriers and new perspectives
• Action – Develop a structured action plan
• Review – Follow up and ensure accountability

CLEAR is particularly useful for coaching senior leaders who need to align personal growth with organizational goals.

4. The FUEL Model – Driving Leadership Effectiveness

Best for: Coaching conversations, talent development

Steps:

• Frame the conversation
• Understand the current state
• Explore desired outcomes
• Lay out a plan

The FUEL model works well in coaching for performance and developmental feedback, making it highly applicable for HR professionals and leadership coaches.

5. The TGROW Model – Expanding the GROW Framework

Best for: Deepening coaching engagement

Steps:

• Topic – Define the broader coaching theme
• Goal – Set specific objectives
• Reality – Understand the current scenario
• Options – Generate solutions
• Will – Commit to actionable steps

TGROW is a more comprehensive version of the GROW model, ideal for multi-session coaching engagements.

6. The CIGAR Model – A Results-Oriented Approach

Best for: Business and executive coaching

Steps:

• Current Situation – Understand the present state
• Ideal Situation – Define success
• Gap – Identify barriers
• Action – Plan steps forward
• Review – Track progress

The CIGAR model is particularly useful for driving measurable business outcomes in coaching conversations.

7. The 5C Coaching Model – Coaching for Change

Best for: Change management coaching

Steps:

• Commitment – Establish coaching goals
• Clarity – Define challenges and success metrics
• Creation – Develop actionable strategies
• Confirmation – Validate readiness for change
• Continuity – Ensure sustained progress

This model is highly effective for leaders navigating organizational transformation.

8. The AOR Model – Learning from Experience

Best for: Reflective coaching, leadership learning

Steps:

• Action – Review past actions
• Observation – Reflect on outcomes
• Reflection – Extract key learnings

The AOR model is commonly used in executive coaching, helping leaders learn from real-life leadership experiences.

9. The GAPS Model – Coaching for Long-Term Development

Best for: Leadership growth, succession planning

Steps:

• Goals – Define leadership ambitions
• Abilities – Assess current competencies
• Perceived Gaps – Identify improvement areas
• System Support – Align with organizational needs

GAPS is a strategic coaching framework often used for developing high-potential leaders.

10. The STEPPA Model – Emotionally Intelligent Coaching

Best for: Emotional intelligence coaching, personal leadership

Steps:

• Subject – Identify the key issue
• Target – Define success
• Emotion – Acknowledge emotional impact
• Plan – Create an action plan
• Pace – Ensure momentum
• Adapt – Make iterative improvements

This model helps leaders manage emotions and build resilience.

11. The ACHIEVE Model – Coaching for Business Success

Best for: Business and performance coaching

Steps:

• Assess the current situation
• Clarify the goal
• Help explore options
• Initiate action
• Evaluate progress
• Validate success
• Encourage momentum

The ACHIEVE model is ideal for executive coaching, goal setting, and performance optimization.

Final Thoughts

Each of these 11 coaching models has unique strengths and applications, but they all share a common purpose-enabling leaders to grow, make better decisions, and drive real impact.