How to Integrate 4 Powerful Coaching Models: GROW and Beyond

As part of last week’s Fusion Therapeutic Coaching Diploma programme, we looked more closely at supervision and the requirements of the counselling world and the coaching world.

They are very similar. The Association for Coaching, for instance, advocates 1 hour for every 15 client hours. The BACP recommends 1.5 hours minimum every calendar month. Either way, there’s no doubt good supervision can be a great opportunity for both personal and professional growth.

In integrated practice getting a supervisor who is a good match can be a challenge depending on the crossover model you are using. This was something that came up in our BACP Expert Research Group discussions on coach-counsellor competencies and is something no doubt both the coaching and counselling professions will be addressing as we move towards integration by more and more practitioners.

The next Diploma workshop will start to focus on FUSION as an integrated counsellor-coach model, understanding its roots, how it fits with integration and the comprehensive range of skills in the integrated practitioner's professional toolbox.

Meanwhile, it’s also interesting to look at where it sits with other popular coaching models and to begin to consider the skills and competencies needed.

How to Integrate 4 Powerful Coaching Models: GROW and Beyond

Coaching has become an increasingly popular approach to personal and professional development, helping individuals unlock their potential and achieve their goals.

In the 25th year of International Coaching Week the ICF’s 2023 study has reported that the coaching profession has ‘continued to expand at a robust pace’ and that ‘globally, active coach practitioners generated an estimated annual revenue/income from coaching of $4.564 billion (USD)’. This is in contrast to 2007 when the same study estimated the annual revenue generated by the coaching industry globally was $1.5 billion.

Among the numerous coaching styles and models, the GROW model has gained significant recognition for its simplicity and effectiveness. However, it is just one of many powerful coaching tools that can facilitate growth and transformation.

Let’s look at four coaching models, including GROW, to provide a broader understanding of their unique features and potential applications. 

The GROW Model 

 The GROW model, developed by John Whitmore, is an acronym for Goal, Reality, Options, and Will.

It follows a structured process that guides both the coach and client through each stage of the conversation. The GROW model emphasizes setting clear and specific goals, assessing the current reality, exploring various options, and using will to commit to a course of action.

It promotes self-awareness, solution focus, goal clarity, and accountability, making it a practical, versatile and widely used coaching model. 

The CLEAR Model

 The CLEAR model is a coaching framework designed by Peter Hawkins and Nick Smith. CLEAR stands for Contracting, Listening, Exploring, Action, and Review.

 This model emphasizes the importance of establishing a clear coaching contract and creating a safe and trusting environment for the coaching relationship to flourish.

It places significant emphasis on active listening, powerful questioning, exploring different perspectives, and taking action. The CLEAR model facilitates deeper exploration and supports individuals in identifying and implementing meaningful change.

The OSKAR Model

 The OSKAR model, which stands for Outcome, Scaling, Know-how, Affirm/Action and Review was developed by Mark McKergow and Paul Z. Jackson.

 This model lends itself to solution-focused coaching, focusing on strengths and resources rather than problems. The OSKAR model encourages individuals to envision their desired outcomes, scale their current situation, identify their strengths and resources, affirm their progress and determine the necessary actions.

It is a positive and future-oriented coaching model that helps individuals tap into their own potential and find practical solutions. Empathic listening and clear goal setting are key skills for the coach.

The FUSION Model

 FUSION stands for Free talk, Understand, Solutions, Information, Outcome and Neural retraining.

It was developed by psychotherapist and coach, Frances Masters and integrates core counselling skills with advanced coaching methods such as imaginal exposure.

The FUSION integrated counsellor-coach model is founded on the understanding that human beings have a range of innate biological, psychological and sociological needs and instincts that respond to the environment with innate emotional drivers to get needs meet.

Depending on life circumstances, clients move between an ‘ok’ zone (traditional coaching territory) or a ‘not ok’ zone (traditional counselling territory).

The FUSION model can support clients wherever they are on life’s continuum of wellbeing.

Integrating models

Coaching models like GROW, CLEAR, OSKAR, and FUSION provide coaches and clients with structured frameworks to guide their conversations and facilitate growth and development.

Each model offers a unique approach, focusing on different aspects such as goal setting, active listening, solution orientation, or exploring specific topics. By familiarising yourself with these coaching models, you can expand your coaching toolbox and adapt your approach to the needs and preferences of the individuals you support.

Fusion training 

 If you want to be part of the new wave of integrated practitioners you can apply to be on the waiting list for the Integrated Coaching Academy Therapeutic Coaching Diploma.

The good news is there is no waiting list at all for the NCFE distance learning Therapeutic Coaching Skills Certificate and you can follow this link for immediate purchase of your Skills Workbook for just £455. 

You can also still access the Fusion Mindfulness Based Mind Management programme here for £395 for a limited time.