Non-psychological coaching models

Ontological Coaching

Some authors call it South American or Chilean Orientation or School, since it is based on the ideas of Fernando Flores, Chilean, who was minister of economy in Salvador Allende's government.

It has its scientific and philosophical basis in the works of Heidegger, Austin, Searle, among others. It is based on the premise that human beings obtain results based on the actions we take and these actions correspond to the way we observe the world and ourselves.

It works fundamentally by producing changes in the type of observer that the person is, broadening his or her perspective. By becoming a different observer, the person has access to take different actions, achieving results never before achieved by them.

This produces an ontological change in the person, changing their patterns of interpretation and analysis of things. The role of the coach is to assist the person in achieving their goals, using a language (verbal and body) for their work.

Coaching does not teach, direct or advise, it is a relationship of trust where the coach designs conversations that open new accesses and help to achieve results. The ontological coaching approach is based on the following three postulates:

• Human beings are linguistic beings. Language is the key to understanding human phenomena.

• Language is generative (as well as descriptive). Language creates realities, the way we speak helps to generate the being we are.

• Human beings create themselves in and through language. This gives power and capacity to play an active role in the design of the being we want to become.

The proposal of ontological coaching has two principles:

• We do not know how things are, we only know how we observe and interpret them. The coach uses this principle to understand the interpretative world of the coachee, discovering the interpretations that open doors and those that hinder their development.

• Action generates being. Our actions allow us to transform ourselves, because through our actions, we can modify our reality. This principle opens the doors to learning. It relates action and being.

In short, the person learns to observe differently and therefore acts differently.

Pragmatic Coaching (or North American school)

Its reference figures are Thomas Leonard (founder of the ICF) and Laura Whitworth. It is results-oriented, following the principle of pragmatism or effectiveness. It works by increasing self-esteem, encouraging, challenging clients to take action, to give their best.

It is about moving from the current situation to the desired one. The intervention is done with 5 tools: rapport, listening, intuition, questioning and feedback. And the coaching conversation will have the following steps: subject, object, reality, options and commitment.

The intervention model is known as "5 X 15" and takes into account:

• 15 frames or way of thinking of the client that are expanded by the coach.

• 15 modes of coach - coachee relationship that accelerate or slow down the process.

• 15 clarifiers to improve the coach's understanding.

• 15 ways to perceive the problem as an opportunity.

• 15 products that the coach "gives" to the coachee, adding value to the relationship.

• 15 communication styles that increase the coach's effectiveness.

HUMANISTIC COACHING

Its referents are Timothy Gallwey (The Inner Game) and John Whitmore (Coaching, training for business performance). For Timothy Gallwey, tennis coach, the most important part of the game happens in the player's mind, where he plays against his obstacles.

This type of coaching focuses on the client's ability to choose a better life and his inner potential to achieve it. To make him/her take responsibility for his/her life and make decisions independently.

The coaching process aims to:

• Raise awareness: it allows a better understanding of oneself by the coachee and the possibility to identify where he/she wants to get to. It is the coach's task to make his clients aware of the potential they can develop.

• Assume responsibility: Generate the will to achieve the objective. Transformation is achieved through action, and action is associated with responsibility.

• Developing self-confidence: confidence is an open door to the development of human potential.

The intervention is carried out using the GROW method, devised by Graham Alexander in the 1980s and consists of asking a series of questions, in four phases, to guide the client towards his or her goal.

In English GROW means grow, it is used as an acronym for:

• Goal (goal, objective) of the process and the session. These objectives must be measurable, achievable, relevant, time-bound and specific.

• Reality describe what is relevant.

• Options identify 5 (including some more proposed by the coach).

• What/Will (commitment) foresee how to overcome obstacles.

GROW Model: This is a structured method focused on problem solving and goal setting, results oriented. It is divided into four phases where a series of questions are proposed to guide the coachee towards his or her goal.

Phases of the GROW model: GOAL:

• What is your challenge?

• What is your goal?