In this article, we’ll cover:

• What the CIGAR coaching model is
• The benefits of using it with clients
• When to apply it in your sessions

What is the CIGAR Coaching Model?

The CIGAR coaching model is a framework that helps clients take ownership of their growth by working step by step from where they are now to where they want to be. It’s used in business, education, and personal development, and it’s valued for its simplicity and clarity.

Created by Suzy Green and Anthony Grant in 2003, this coaching model follows five stages:

• Current reality
• Ideal
• Gaps
• Action
• Review

Here’s how it works in practice:

1. You start by exploring your client’s current situation.
2. You define the desired outcome they want to achieve.
3. You identify the gaps between those two states, such as the skills, habits, or obstacles that stand in the way.
4. You design an action plan to close the gaps.
5. You follow it up with regular reviews to track the client’s progress.

Imagine an executive client who wants to move into a C-suite role. They might already be a strong leader but lack key skills such as:

• Deeper subject matter expertise in their industry
• The ability to delegate effectively
• Strategic foresight

As their coach, your role would be to help them recognize those gaps, create a plan to develop the missing skills, and keep them accountable as they progress.

By breaking down big goals into these five clear steps, the CIGAR model makes it easier for clients to see where they are, what’s missing, and how to move forward.

Other popular coaching models include:

• The GROW coaching model
• The CLEAR coaching model
• The ACHIEVE coaching model
• The OSCAR coaching model
• The FUEL coaching model

You can learn more about them in our detailed guide.

Pro tip: Coaching models give you structure. Paperbell gives you a whole system. Use it to schedule sessions, manage contracts, and get paid on a single platform.

How to Use the CIGAR Coaching Model Effectively

To get the most out of the CIGAR model, guide your clients through each stage with curiosity and structure:

1. Current reality: Begin by exploring where your client is right now. Ask questions that go deeper than surface-level facts to understand what drives them and where they’re thriving:

• What are their passions? 
• What drives them? 
• Where do they excel? 

2.  Ideal: Next, help them define what success looks like. Set goals that are realistic, aligned with their values, and inspiring enough to keep them motivated:

• What would their life look like if they achieved their goals? 
• What would they be doing differently? 
• What would they be feeling?

3. Gaps: Identify the distance between their current state and ideal future. This step is about naming obstacles and blind spots that stand in the way:

• What’s holding them back from their goals?
• What skills or resources are missing?

4. Action: Translate insights into a clear plan. Work with your client to design actionable steps that close the gaps while staying realistic:

• What steps will move them forward?
• What resources can they leverage?
• What timeline makes sense?

5.  Review: Progress needs accountability. Build in regular reviews to celebrate wins, make adjustments, and keep momentum going:

• Are they on track to achieve their goals? 
• Are there any adjustments that need to be made to the action plan?

Benefits of the CIGAR Coaching Model

Why choose the CIGAR model over another approach? Here are some of the advantages you’ll see when using this framework.

1. Focus on Strengths

The CIGAR model highlights the client’s strengths and resources, helping them feel more confident and capable. This naturally leads to greater motivation and a more positive outlook on their goals.

Establishing the gap between their current and desired reality makes their progress clear and measurable. When clients see that progress, they’re far more likely to stay motivated.

As a real life example, imagine you are a dating coach working with a shy client who wants to feel comfortable enough to have meaningful conversations on dates.

At first, they cannot even start a conversation. A few weeks into your coaching program, they manage to ask a few questions that spark dialogue. Although they are still far from their end goal, that small but visible improvement gives them momentum to keep moving forward.

2. Collaborative Approach

The CIGAR model encourages collaboration between coach and client. Goals and action steps are created together, which builds trust and helps the client feel more ownership of their growth.

3. Structure and Focus 

CIGAR gives sessions a clear structure. Clients who struggle to stay focused benefit from a consistent coaching process that keeps discussions aligned with their goals and prevents the session from drifting.

4. Regular Reviews and Feedback

The CIGAR model builds review into your coaching sessions, which keeps both you and your client accountable.

Regular progress check-ins allow you to see whether the gap is closing between their current situation and goals and to adjust their action plan as needed.

This ongoing feedback loop keeps the client on course and prevents roadblocks from going unnoticed.

5. Tailored Strategies

This framework considers each client’s unique strengths and motivations, which allows you to design personalized plans for them instead of applying a generic approach. This makes your coaching process more effective and your services more valuable.

6. Saves Time

Sessions led through CIGAR stay focused and productive. Following the framework means you don’t have to reinvent the wheel and can put more energy into spotting nuanced patterns in your client’s reality, helping them progress faster.

When to Use the CIGAR Coaching Model

The CIGAR model isn’t meant for every situation. Here are the scenarios that call for it:

• Clients with specific goals: CIGAR is a great fit for clients who know what they want but aren’t sure how to get there, whether that’s career development, health issues, or personal growth goals.
• Clients who need a custom plan: This model gives you the flexibility to create strategies that work specifically for each client’s strengths, challenges, and motivations.
• Clients who need lasting transformation: If a client wants to make significant life changes, CIGAR helps them map the distance between where they are and where they want to be, then take concrete steps to close that gap.

Clients with high stress: Executives, entrepreneurs, or anyone under pressure benefit from CIGAR’s structured process. It keeps goals attainable and feedback consistent, which helps clients stay focused without burning out in both individual and team coaching sessions.

Real-Life Situations Using the CIGAR Coaching Model

Here are a few examples of how you would use CIGAR in different client scenarios.

An Entrepreneur Facing Burnout

• Current reality: Overworked, constantly putting out fires, and struggling to delegate.
• Ideal: A sustainable business rhythm with clear priorities and more personal downtime.
• Gaps: Lack of boundaries, poor delegation habits, and no recovery time built into their schedule.
• Action: Redesign their weekly calendar, help them delegate two major responsibilities, and add non-negotiable rest blocks.
• Review: Check in monthly to see if energy levels and business performance are improving.

A Client Trying to Rebuild Confidence After a Breakup

• Current reality: Feeling hesitant to socialize and doubting their self-worth.
• Ideal: Comfortably attending social events, enjoying conversations, and exploring new relationships.
• Gaps: Fear of rejection, low confidence, and lack of recent dating experience.
• Action: Starting small with one social event, practicing confidence exercises, and reflecting on each interaction.
• Review: Track progress weekly, noting improvements in comfort levels and self-esteem.

A Professional Aiming to Shift Careers

• Current reality: Mid-level professional in an industry where AI has automated much of their role, leaving them uncertain about long-term prospects.
• Ideal: Transitioning into a future-proof role that uses their existing expertise while building new, in-demand skills.
• Gaps: Limited technical knowledge of AI, lack of visibility in emerging fields, and uncertainty about how to position transferable experience.
• Action: Upskill through short AI-related courses, expand their network in adjacent industries, and redesign their CV to emphasize adaptability and problem-solving.
• Review: Revisit progress after each step to ensure new skills align with opportunities and make adjustments based on job market trends.

A Client Working Toward Healthier Habits

• Current reality: Sedentary lifestyle, inconsistent eating patterns, and low energy.
• Ideal: Exercising three times per week, cooking balanced meals, and having more daily energy.
• Gaps: Lack of accountability, no established routine, and limited knowledge about nutrition.
• Action: Start with two 20-minute workouts weekly, meal-prep once a week, and keep a food-energy journal.
• Review: Meet biweekly to evaluate routines and celebrate incremental wins.

Focus on Guiding Clients, Not Admin

Structured frameworks help your clients achieve lasting transformation. Paperbell makes the rest simple: scheduling, contracts, payments, client portals, and even a ready-made coaching website. Try it free with your first client and see how smoothly your practice can run.

FAQs About the CIGAR Coaching Model

Is the CIGAR Coaching Model Worth Your Time?

CIGAR is a simple, structured coaching model that helps clients move from current reality to goals, thereby saving you time with your coaching plan. If you’d rather try something else, read our round-up of six other coaching models.

Are Other Coaching Models Superior to CIGAR?

Models like GROW or OSKAR can be more detailed or fit specific contexts. CIGAR stands out for its simplicity, but other frameworks may give you more depth in complex situations.

What Are Some Personal Experiences With the CIGAR Model?

Coaches often like its simplicity, structure, and collaborative nature. However, each professional’s experience is different, so it’s best to test it out yourself in a practice situation to see if it suits your style.

Editor’s Note: This post was originally published in July 2023 and has since been updated for accuracy.

If you need a refresher on the other coaching models we’ve covered on our blog, have a look at these guides:

• SMART goals
• GROW model
• CLEAR model
• CIGAR model
• FUEL model

So what is OSKAR? Let’s explore how you can use this model to transform your sessions.

What Is the OSKAR Coaching Model?

The OSKAR coaching model is a framework designed to help clients identify their goals, build on their strengths, and create actionable steps toward success.

It was invented by organizational theorists Mark McKergow and Paul Z. Jackson, who published it in their book, “The Solutions Focus: Making Coaching and Change Simple.”

The OSKAR coaching model stands for the five key stages of the process: 

• O – Outcome
• S – Scaling
• K – Know-How
• A – Affirm & Action
• R – Review

OSKAR shifts the emphasis to what’s working and how to build on it. It’s a solution-focused coaching model that’s especially effective for reframing challenges and generating a practical plan.

The premise of this model is that the client has the resources and abilities to solve their problems. The coach’s role is to help them identify and use those resources.

Here’s how you can lead clients through each stage of the OSKAR coaching model to keep the conversation constructive and goal-oriented.

1. Outcome

The session begins by identifying what the client wants to achieve. You can ask these coaching questions to help your client clarify their ideal outcome:

• What would you like to achieve?
• What would success look like for you in this situation?
• What do you hope to gain from this session?

These open-ended questions help the client clarify their objectives and set the focus for the rest of the coaching conversation.

To ensure your client is working toward goals that aren’t just desirable but also within their reach, you can help them refine them with the SMART goal-setting technique. With these criteria, the objectives will be:

• Specific: What exactly do you want to achieve?
• Measurable: How will you know when you have reached your goal?
• Achievable: Can this objective be achieved realistically?
• Relevant: How will this goal lead you to your bigger vision?
• Time-bound: By when can you commit to achieving this goal?

You can tailor these questions based on your coaching niche. For instance, when I coach small business owners, I ask, “What specific business goals do you want to achieve with email marketing?”

2. Scaling

Next, help the client assess where they currently stand in relation to their desired outcome. Scaling questions provide a simple yet powerful way to measure progress.

You might ask, “On a scale of 1 to 10, where do you think you are right now?” and then follow up with:

• What will it take for you to move from a 5 to a 7?
• What would you be doing differently if you were a 7?
• What are the signs that you are moving closer to your desired outcome?

This helps your client visualize their progress and identify what they need to do to move closer to their desired outcome.

3. Know-How

This stage focuses on what the client already knows or has done that can help them move forward. It’s about uncovering existing skills, knowledge, or strategies they can leverage.

This helps them build confidence and identify any gaps in their knowledge or skills.

Try these questions:

• What are you already doing well that you can build on?
• Are there any gaps you can fill in your knowledge, skills, or resources to get closer to your goal?
• What has worked for you in the past in similar situations?
• What strengths and resources do you have that could help you achieve this goal?

Listen carefully to your client’s answers and see if you can ask follow-up questions that help clarify their way forward further.

For example, let’s say you’re coaching a client who says they can fill the gaps in their knowledge of emotional intelligence by reading some books. You could follow up with:

• Which book do you have in mind?
• How do you intend to implement what you learn from that book?

4. Affirm & Action

Here, you acknowledge the client’s efforts and help them plan actionable steps toward their objective. Affirmation reinforces their progress, while action creates a roadmap for what’s next.

Questions you can ask include here are:

• What actions do you need to take to achieve your desired outcome?
• It’s great that you’ve already done X—what’s the next small step you can take?
• What are the first steps you will take?
• What is your timeline for achieving your desired outcome?
• How will you track your progress?

Make sure their plan of action is specific and they can commit to it. For example, let’s say you’re helping your client improve their sleep, and they tell you they want to keep a sleep journal.

You can ask them:

• When will you track your progress in this journal each day?
• What will you include in your entries?
• How will you ensure consistency?

5. Review

In the final stage, review what’s been achieved, what’s working well, and what can be improved. This reinforces the client’s progress and ensures continuous development.

Check in regularly on your client’s plan in the future and help them make adjustments as needed.

You may ask these questions:

• What’s been the most helpful part of this session?
• What will you do differently moving forward?

These questions can help the client reflect on their progress and identify what they need to do to continue moving forward. 

The OSKAR Coaching Model in Action

Here are some situations where the OSCAR coaching model can be effective with clients.

1. A Manager Feels Overwhelmed at Work 

In this situation, OSKAR can be used to:

• Identify their desired outcome: For example, to feel more at ease at work.
• Assess their current ability: For example, they are feeling stressed and regularly working overtime.
• Explore their knowledge and skills: For example, they are good at delegating tasks but need to learn how to say no.

Help the client identify the actions that could make the most difference in their situation. Examples could be setting boundaries and learning better time management.

2. A Client Struggling With Communication in Their Relationship

In this situation, OSKAR can be used to:

• Identify their desired outcome: For example, they want to have more open and constructive conversations with their partner.
• Assess their current ability: They might acknowledge that conversations often turn into arguments or lead to feelings of misunderstanding.
• Explore their knowledge and skills: The client realizes they are good at empathizing and listening when calm but struggle to stay composed during heated moments.

In this case, the best course of action you may arrive at is scheduling regular check-ins with the partner to discuss issues calmly and using “I” statements.

5 OSKAR Model Benefits You’ll Love

Here are five benefits you can achieve using the OSKAR model in your coaching sessions.

1. Staying Focused

OSKAR is a solution-focused approach that doesn’t just identify problems; it also helps create actionable steps toward resolving them. 

This encourages clients to take ownership of their progress, often leading to more meaningful change.

2. Promoting Reflection 

By reflecting on actions taken and outcomes achieved, clients gain valuable insights into what works for them and what doesn’t. They learn how they respond in different scenarios and can adjust their strategies accordingly for better results.

Plus, since the reflection is driven by the client, they’ll become more self-reliant.

3. Empowering the Client

With the OSKAR model, you can guide the client without taking over completely, thereby empowering them rather than making them dependent on external help. 

It gives you a structure for asking thought-provoking questions instead of offering direct advice or solutions.

Although most coaching models have this approach, the OSKAR model is specifically designed to prompt clients to discover solutions by themselves.

4. Educating the Client

The ‘know-how’ is a key element in this model. It emphasizes learning as part of the coaching process. 

It’s not about spoon-feeding information but encouraging exploration and understanding through the conversation. 

This fosters curiosity for building up the knowledge essential for achieving goals, whether professional objectives or personal aspirations.

5. Fostering Accountability

Accountability is another crucial benefit of implementing the OSKAR coaching model. 

Clients with clear actions mapped out are more likely to follow through with these tasks because they know exactly what needs to be done. 

This sense of responsibility drives up motivation, resulting in greater commitment.

When to Use the OSKAR Coaching Model

This model is particularly handy when clients struggle with goal setting or need help developing actionable steps toward their objectives. 

Here are some examples of when you might want to whip out this coaching approach.

Goal Setting

If your client has a big, audacious goal but doesn’t know how to tackle it, the OSKAR model can help them break it down into bite-sized action items.

For example, if they’re an entry-level worker who wants to become a manager, they’ll likely need to overcome several milestones before they can reach that goal.

An entry-level employee generally needs to take on more responsibility and build a certain skill set to get promoted.

By playing detective and supporting your client, you can guide them towards identifying smaller goals that contribute to their larger aim.

Action Planning

The Know-how and Action components of the OSKAR model provide a clear framework for generating plans. They encourage clients to think about what they need to do and how they will accomplish it. 

Motivation Boosting

Your client needs to believe in themselves first to achieve their goals.

The Review component of the OSKAR model encourages clients to take a step back and reflect on their progress so far. This can reignite their enthusiasm and drive to carry on.

OSKAR is also a lifesaver during challenging times, such as career transitions or personal crises, when the client faces a lot of uncertainty.

Over to You

The OSKAR coaching model offers a structured framework that focuses on solutions. By adding it to your coaching toolkit, you can empower clients to take consistent action toward their desired outcomes.

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This all-in-one coaching website and client management tool not only stores your client data securely but also handles scheduling, payments, contracts, and more.

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Editor’s Note: This post was originally published in July 2023 and has since been updated for accuracy.

You’re not alone.

Even experienced coaches often grapple with finding an approach that is both effective and comprehensive.

But here’s some good news: the CLEAR coaching model might just be the solution you’ve been looking for.

This transformative framework aims to simplify the coaching process while maintaining a strong emotional connection with your clients.

Stay tuned as we explore the ins and outs of the CLEAR model and how it can revolutionize your coaching practice. Keep reading to learn more about:

• What the CLEAR coaching model is
• The benefits of using the CLEAR coaching model
• When to use the CLEAR model of coaching

What is the CLEAR Coaching Model?

The CLEAR coaching model is a structured approach emphasizing Contracting, Listening, Exploring, Action, and Review to facilitate practical coaching sessions.

Each step plays a crucial role in the coaching process:

• Contracting: Establish what the client wants to achieve.
• Listening: Actively listen to the client’s perspective.
• Exploring: Delve deeper into potential options and solutions.
• Action: Formulate a plan based on insights gained.
• Review: Periodically review progress towards goals.

This systematic approach can help clarify each stage of the process, ensuring that nothing gets lost in the translation between coach and client.

A Real-World Example: Using CLEAR in Your Sessions

Let’s say, Jane, a budding entrepreneur, seeks help from her life coach, Mike, using the CLEAR methodology.

1. Jane shares her goal with Mike. She wants to become a public speaker at live events. (Contracting)
2. Mike attentively listens as Jane talks about the challenges she faces. She’s shy in front of audiences and doesn’t have a solid network to get speaking opportunities. (Listening)
3. Together, they brainstorm possible strategies to overcome these hurdles. (Exploring)
4. They decide on action steps, including attending networking events and improving public speaking skills. (Action)
5. After a few weeks, they review the progress made so far and make necessary adjustments if required. For example, Jane may struggle to break the ice in networking events, so Mike could give her specific strategies. (Review)

Instead of going with the flow, coaches who use the CLEAR model can proactively review their clients’ progress and take action as needed.

3 Benefits of Using the CLEAR Coaching Model

The CLEAR coaching model is an innovative approach to life coaching that can benefit both the coach and the client. 

Here are some advantages of the CLEAR coaching model that you might appreciate.

1. Increased Clarity and Focus

The CLEAR coaching model promotes clarity and focus to achieve the client’s desired outcomes. 

It provides a structured framework for coaching sessions, ensuring that each process stage is clearly defined.

Clients can gain more insight into their objectives and strategies to reach them by:

• Defining aims
• Overcoming hindrances
• Surveying alternatives
• Formulating action plans

2. Improved Goal-Setting and Achievement

The CLEAR model facilitates effective goal setting by helping clients articulate their aspirations explicitly. Doing this allows them to clearly envision what they want to accomplish.

As the name implies, it encourages clients to get “clear” on what they want. When they know where the goalpost is, it’ll be much easier for you to support them in reaching it.

3. Better Communication Between Coach and Client

This method fosters improved communication by emphasizing open dialogue throughout each stage of the coaching process. 

Coaches using the CLEAR model ask probing questions encouraging clients to reflect deeply on their thoughts, feelings, and aspirations. 

For instance, you can ask:

• How would you make your goal more measurable so it’s clear when you’ve achieved it?
• What have you tried that worked/didn’t work?
• If you had unlimited time and money wasn’t an issue, what would you do?

Creating a safe and non-judgmental space lets your clients become more comfortable expressing themselves.

When to Use the CLEAR Coaching Model

The CLEAR model is a versatile tool not limited to specific situations or problems, making it an excellent choice for life coaches who work with clients facing diverse challenges. 

Let’s delve into some instances where using the CLEAR coaching model could prove beneficial.

1. When Clients Lack Clarity

If your clients are struggling with defining their goals and how they should move forward, the CLEAR coaching model can help bring understanding and focus to them. 

For instance, I once had a client who didn’t understand where email marketing fits into her business ecosystem. However, we couldn’t figure that out until we knew exactly what goals she was aiming for.

After defining specific numbers and figures she wanted to achieve (Contracting, Listening, and Exploring), we could work backward from there and build out specific Actions to take with her emails. 

After the email launch, we could review the results and see what needs improvement for her next launch.

By working through each step in the CLEAR model, you’ll help your clients identify what they truly want and devise a plan to achieve it.

2. During Goal-Setting Sessions

The CLEAR approach shines during goal-setting sessions as well. 

It provides a step-by-step framework that encourages detailed exploration of goals from different angles: 

• What does success look like? 
• How can one recognize the attainment of an objective? 
• What steps are needed to get there?

Success is a vague concept, so it’s essential to clarify what it means for each client.

3. In Times of Transition

This method can also greatly benefit clients going through significant transitions, such as career changes or personal transformations. 

Let’s say you have a client who’s moving across the country. What would a successful move look like, and what would failure feel like? 

The CLEAR coaching model offers a systematic way for them to navigate these shifts by establishing new objectives aligned with their changing needs and goals.

Let’s look at another example: You’re working with Alex, a mid-level manager who feels stuck in his current role but is unsure about his next move. 

Using the CLEAR method in this case would look something like this:

• Contracting: You’d start by discussing Alex’s expectations for your partnership and agreeing on how both parties will contribute towards achieving his desired outcomes.
• Listening: Next comes active listening, where you pay close attention to what Alex says and his non-verbal cues, revealing deeper feelings or concerns he might not articulate directly.
• Exploring: This stage involves probing further into Alex’s thoughts about potential career paths, asking open-ended questions that encourage him to consider possibilities he hadn’t previously contemplated.
• Action: Once Alex has gained more clarity around his future direction, you’ll create an action plan detailing specific steps he needs to take toward realizing those ambitions.
• Review: In subsequent sessions (or at agreed intervals), you’ll review progress against the action plan, adjusting as necessary based on evolving insights and conditions.

Remember, the effectiveness of any coaching technique depends mainly on its application rather than merely understanding its theory.

This means you may not be perfect at using the CLEAR coaching model immediately.

Consider practicing with your family and friends (with their consent) before you incorporate this model with your clients.

FAQs 

Why is the CLEAR Model Important?

Like many other coaching models, the CLEAR model provides structure to coaching conversations and helps facilitate effective, goal-oriented discussions.

Unlike other similar coaching models, the CLEAR model emphasizes active listening. It encourages coaches to listen attentively and understand the client’s goals, challenges, and opportunities for growth before jumping into finding solutions.

Who Developed the CLEAR Coaching Model?

The CLEAR coaching model was developed in the early 1980s by Peter Hawkins, about a decade before the now well-known GROW model. It has contributed significantly to systemic team-coaching models.

What Makes a Good Coaching Model?

A good coaching model offers clarity, structure, and direction while promoting self-discovery, accountability, and action planning in clients.

We’ve gathered five of the best coaching models in this post if you want to explore more examples.

Level Up Your Coaching Business Using the CLEAR Coaching Model

Now that we’ve explored some CLEAR coaching model examples, why not try it out in your practice? The next time your client is feeling stuck, or you need a little more structure for your session, try leading them through the five steps of Contracting, Listening, Exploring, Action, and Review.

While you’re busy helping your clients achieve clarity, Paperbell takes care of the admin side of your business.

It’s an all-in-one client management tool that handles bookings, payments, contracts, and more. Try Paperbell now for free with your first client.

Editor’s Note: This post was originally published in July 2023 and has since been updated for accuracy.

The FUEL coaching model could be just what you need.

Let’s dive into the FUEL coaching model and explore its potential advantages for clients. Read on to learn how and when to apply it for maximum impact.

What is the FUEL Coaching Model?

The FUEL coaching model is a coaching tool that helps clients identify and achieve their goals. 

John Zenger and Kathleen Stinnett introduced it in their book, The Extraordinary Coach: How the Best Leaders Help Others Grow.

FUEL stands for: 

• Framing the conversation: Setting clear objectives and expectations for the coaching session.
• Understanding the current state: Gaining insight into the client’s present situation.
• Exploring the desired state: Identifying what the client wants to achieve.
• Laying out a success plan: Creating an actionable plan toward achieving the identified goals.

This coaching model provides a framework for productive coaching conversations. It helps ensure that each session has direction while allowing flexibility based on individual client needs.

Here are some specific coaching questions you can lead your clients through when using the FUEL model:

Coaching questions for framing the conversation:

• What would you like to focus on in our session today?
• What are your goals or objectives for this coaching session?
• How do you envision this conversation helping you move forward?

Coaching questions for understanding their current state:

• Can you describe your current situation or challenge in more detail?
• What are the main obstacles or opportunities in your current circumstances?
• How do you feel about where you are right now, and what do you think contributes to those feelings?

Coaching questions for exploring their desired state:

• What would success look like for you in this situation?
• If you could achieve anything, what would be your ideal outcome?
• What steps can you take to move closer to your desired state?

Coaching questions for laying out a plan:

• What actions can you take to bridge the gap between your current and desired states?
• How will you know when you’ve made progress or achieved your goals?
• What resources or support do you need to help you implement your plan effectively?

See which questions your client responds to best and practice using them in each session until they become second nature.

3 Benefits of Using the FUEL Coaching Model

The FUEL coaching model offers structure without being rigid, guidance without being prescriptive, and support without promoting dependence. 

Plus, it creates space for transformational change while keeping things focused on desired outcomes.

It’s like a GPS for coaching sessions that guides you and your clients toward success. Here are some reasons why:

1. Structure

The FUEL model gives your sessions a solid structure that can make them more effective. 

No more meandering conversations that lead to nowhere. No more aimless discussions. FUEL keeps you and your client focused on the destination.

2. Guidance

This method allows you to guide your clients through self-discovery, letting them find their answers and solutions rather than simply dictating what they should do. 

It promotes a collaborative and empowering coaching relationship. 

3. Support

You’re there every step of the way, providing encouragement and feedback but, ultimately, empowering your clients to take ownership of their progress.

The FUEL model is an ideal coaching process whether you’re working with someone looking to improve their leadership skills or navigate significant life transitions.

The 4 Purposes of the FUEL Coaching Model

The FUEL model of coaching is beneficial in situations that require clarity around goal setting, action planning, accountability, and feedback. 

It ensures that the client maintains forward momentum throughout their journey. 

1. Goal setting

Goals are the fuel that powers personal growth—and goal-setting is an integral part of every session with FUEL. It’s like having a personal trainer for your life.

If your client struggles to set clear and achievable goals, the FUEL method can break down this process. You can use it to give them a simple roadmap to get there. 

Once clear goals are identified, FUEL ensures they are meaningful and aligned with the client’s values and aspirations.

2. Action planning

Goals are great, but they’re just dreams without a plan. 

The FUEL approach encourages clients to develop detailed plans for reaching these targets. It helps them break down objectives into actionable steps.

Let’s say your client wants to move across the country. What tangible steps will they need to take before that can happen, and in what order?

An action plan clarifies what they must do, making a massive goal seem much more attainable. This plan makes it easier for your client to commit and keep up the momentum as each step brings them closer to achieving their desired objective.

3. Accountability

Maintaining motivation over time can be a challenge for many people—it’s one of the many reasons people hire coaches.

The FUEL coaching model has accountability built into it by establishing regular check-ins with the client. It helps them stay on track while providing opportunities for course correction as needed.

The secret is to use this model repeatedly throughout a coaching journey. Each time you do, the U in FUEL helps the coachee reflect on where they stand in relation to their previously defined goal.

If they lack progress, you have an opportunity to address what internal or external obstacles are holding them back and help them overcome them.

4. Feedback

Constructive feedback helps clients understand what changes they need to make to reach their goals.

The FUEL model helps clients set clear expectations for themselves and see how they’re growing and progressing more objectively. You can use it to help them set clear benchmarks for their objective and evaluate their performance regularly.

Since this model relies on open dialogue, it also allows them to evaluate themselves better and become more self-reliant in their growth.

FAQs 

How does FUEL differ from other coaching models?

While many coaching models focus on providing guidance and advice, the FUEL coaching model emphasizes self-discovery and autonomy. 

It encourages clients to explore what they want and grow by asking them powerful questions, actively listening to them, and refraining from prescribing solutions. 

This tool’s regular feedback and check-ins also ensure ongoing progress and accountability. 

Can the FUEL coaching model be applied in different coaching scenarios?

Yes! The FUEL coaching model is a versatile tool that can be applied to various coaching niches and focus areas. 

It provides a flexible framework that can be adapted to your coaching niche, whether it’s career, business, health, or relationship coaching.

It can also be used regardless of the goals your client wants to set for themselves. For example, you can lead them through it to build skills, grow their business, improve their social life, or make lifestyle changes.

What is the difference between the GROW and FUEL coaching models?

The GROW coaching model stands for Goal, Reality, Options, and Will. It provides a structured approach to goal-setting. The FUEL coaching model has a similar purpose and follows a nearly identical process.

It all depends on which framework is more accessible for you to use as a coach and what coaching questions your client responds to better. Neither is better than the other–they are simply different tools you can use to help your clients make more conscious progress toward their goals.

What is the first step for a coach undertaking the FUEL method?

In the FUEL method, the first step is to frame the conversation by setting clear objectives for your session and establishing an environment for open dialogue.

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Editor’s Note: This post was originally published in July 2023 and has since been updated for accuracy.