Unlocking the Transformative Power of the CLEAR Model

The CLEAR Coaching Model, created by Peter Hawkins in the 1980s, is a practical and intuitive framework that transforms coaching conversations into powerful journeys of self-discovery and growth.

It is built around five key stages that create a natural flow, guiding both coach and client through a structured yet flexible process.

Imagine a coach and client beginning their journey. The first step, Contracting, serves as the foundation. Together, they define what they aim to achieve, how they will work together, and the boundaries of their engagement. This phase is not just about setting goals; it’s about building trust and establishing a shared vision. For example, if a client wants to enhance their leadership skills, they might explore what success looks like and what values they want their leadership to reflect.

The next step, Listening, is where the coach leans in with undivided attention. Imagine the coach asking thoughtful questions and then stepping back to truly hear the client’s words, emotions, and silences. The room fills with a sense of presence as the client feels seen and heard, giving them the confidence to share more. This phase creates a mirror where the client can begin to see their situation more clearly.

As the conversation deepens, the coach and client enter the Exploring stage. Here, the coach acts as a curious guide, encouraging the client to investigate the roots of their challenges and the beliefs driving their decisions. For instance, a manager struggling with delegation might uncover an underlying fear of losing control. By unpacking these insights, the client starts to see new paths forward, like empowering their team rather than micromanaging.

Once the client gains clarity, it’s time for Action. This phase is about translating insights into tangible steps. The coach might ask, “What’s one thing you can do this week to start delegating more effectively?” Together, they craft a plan that feels achievable yet impactful. This is where the client begins to transform their vision into reality, armed with newfound confidence.

Finally, they reach Review, a moment of reflection and reinforcement. As the session concludes, the coach helps the client evaluate their progress and learning. Did the action steps resonate? What adjustments might be needed? This phase ensures the client remains committed and motivated, celebrating their growth while preparing for future challenges.

The beauty of the CLEAR model lies in its adaptability and its focus on the client’s journey. Each stage naturally builds on the one before, creating a seamless flow of discovery, insight, and action. Coaches who master this framework can empower their clients to achieve meaningful, lasting change, turning aspirations into tangible success.

Here’s why it is successful:

1. Promotes Self-Awareness and Empowerment

• The model focuses on active listening and exploration, enabling coachees to gain deep insights into their thoughts, feelings, and behaviors.
• By uncovering the root causes of challenges, coachees develop a clearer understanding of themselves, leading to empowered decision-making and growth.

2. Encourages Responsibility and Ownership

• CLEAR’s emphasis on contracting and action steps ensures that coachees are actively involved in defining goals and designing their path forward.
• This co-creative approach fosters accountability, helping coachees take ownership of their journey and outcomes.

3. Supports Practical and Sustainable Change

• The action and review phases provide a concrete framework for setting achievable goals and tracking progress.
• The iterative process of reflection and adjustment ensures that solutions are practical, adaptable, and aligned with the coachee's needs.

4. Builds Trust and Collaboration

• Contracting at the beginning of the coaching relationship ensures clarity, alignment, and mutual respect between coach and coachee.
• Active listening and authentic dialogue create a safe space for coachees to share openly, which enhances trust and facilitates deeper conversations.

5. Encourages Continuous Growth

• By reviewing progress and outcomes, the model not only celebrates successes but also identifies areas for ongoing improvement.
• Coachees leave the coaching relationship equipped with skills and strategies they can continue to use, fostering long-term development.

6. Applicable Across Contexts

• The model’s simplicity and adaptability make it suitable for personal, professional, and organizational coaching scenarios.
• Its structured approach is particularly effective for leaders, teams, and individuals navigating complex challenges or seeking to improve performance.

Coach's Homework Before Applying the CLEAR Model

Understand the Coachee’s Context:

• Research Background: Learn about the coachee's role, organization, challenges, and goals.
• Clarify Expectations: Identify what the coachee wants to achieve from the coaching session.
• Cultural Sensitivity: Be aware of cultural, organizational, and personal factors that might influence the coachee's behavior.

Prepare the Coaching Space:

• Create a Safe Environment: Ensure the coachee feels comfortable sharing openly. This includes maintaining confidentiality and setting a non-judgmental tone.
• Define Session Objectives: Have a clear idea of how to guide the session toward actionable outcomes.

Develop Self-Awareness:

• Reflect on Biases: Identify any potential biases or assumptions that might influence your coaching.
• Emotional Regulation: Be prepared to manage your own emotions and reactions during the session.

Set a Structure:

• Familiarize yourself with the CLEAR model’s stages and anticipate how they can guide the conversation.
• Prepare a set of open-ended questions for each stage (Contracting, Listening, Exploring, Action, Review).

Key Competencies for Mastering the CLEAR Model

Active Listening:

• Listen not just to words but to tone, emotions, and what’s left unsaid.
• Paraphrase and reflect on the coachee’s responses to deepen understanding.

Empathy and Rapport-Building:

• Show genuine interest in the coachee’s experiences.
• Build trust to encourage vulnerability and honesty.

Questioning Skills:

• Craft open-ended, exploratory questions that lead to insights.
• Avoid leading or overly directive questions.

Goal-Setting Expertise:

• Help coachees define SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals during the Contracting phase.

Adaptability:

• Stay flexible during sessions and respond to the coachee’s needs rather than rigidly following the framework.

Facilitation Skills:

• Guide the coachee toward self-discovery without imposing your own solutions.
• Encourage coachees to explore various perspectives and solutions.

Feedback Delivery:

• Offer constructive feedback in a supportive way that fosters growth.

Follow-Up and Accountability:

• Monitor the coachee’s progress and ensure agreed-upon actions are taken.
• Celebrate successes and help refine strategies where needed.

By combining preparation, self-awareness, and strong coaching skills, a coach can use the CLEAR model effectively to inspire significant change in their coachees' personal and professional lives.

Applying the CLEAR coaching model offers a structured way to foster growth and resolve challenges, but it is not without its difficulties.

For both coaches and coachees, the path can be riddled with obstacles that require careful navigation. These challenges often stem from the structure of the coaching process, the dynamics of the relationship, and external circumstances, each of which demands attention to ensure the model's success.

At the very start, the challenge lies in the contracting phase. Establishing a clear agreement can feel daunting when the coachee struggles to define their goals. This lack of clarity can make the entire process feel unfocused and less effective. For a coach, this means stepping into the role of a skilled facilitator, helping the coachee articulate meaningful objectives that provide a solid foundation for their journey.

Listening, a cornerstone of the CLEAR model, can also become a stumbling block. Coaches must tune into their coachees with genuine openness, yet unconscious biases or assumptions can quietly interfere. Without recognizing and setting aside these biases, a coach might miss critical nuances in the coachee’s perspective. To overcome this, the coach must cultivate mindfulness and practice self-awareness, ensuring they remain fully present during conversations.

Exploration, the phase where deeper insights emerge, can sometimes fall short. Coaches might rush through this step or fail to ask probing questions, leaving important issues unaddressed. This lack of depth can lead to superficial solutions that don't tackle the root of the problem. For the coachee to truly uncover their potential, the coach must demonstrate patience and curiosity, creating a safe and open environment for meaningful dialogue.

Resistance to action presents another common hurdle. Coachees might hesitate to move forward, often held back by fear or uncertainty. A coach's ability to foster trust becomes crucial here. By breaking goals into smaller, manageable steps and providing consistent encouragement, the coach can guide the coachee toward building confidence and taking meaningful action.

Even the review stage can pose its own set of challenges. Reflecting on progress can sometimes feel tedious, leading to a lack of engagement. However, this phase is vital for reinforcing lessons and sustaining momentum. Coaches need to make reviews inspiring by celebrating successes and highlighting growth, ensuring that coachees leave each session energized and motivated.

Cultural and contextual barriers can further complicate the process. In diverse or hierarchical environments, coachees may find it hard to express themselves openly or challenge long-held beliefs. Here, the coach's adaptability and cultural sensitivity become indispensable, fostering trust and encouraging authentic conversations.

Time constraints, too, can disrupt the flow. Both coaches and coachees may struggle to find the necessary time to commit to the process, risking incomplete or rushed sessions. Prioritizing the coaching relationship and setting realistic expectations upfront can help address this issue, ensuring both parties remain fully engaged.

Finally, the competency of the coach can significantly influence the model's success. Without the right skills—such as active listening, empathy, and adaptability—the coaching experience can feel ineffective or even counterproductive. Continuous learning, formal training, and mentorship are essential for coaches to refine their abilities and confidently guide their coachees.

By recognizing and addressing these challenges, coaches can transform potential obstacles into opportunities for growth, creating a dynamic and impactful coaching environment. Through dedication and adaptability, the CLEAR model becomes not just a framework but a catalyst for meaningful change in the coachee's life.