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Coaching models explored: STAR | TrainingZone

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Coaching models explored: STAR | TrainingZone

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The idea of working to a model is especially useful when starting out in coaching, as is often the case when an organisation starts to develop and build a coaching culture. It provides both focus and structure. As the experience and confidence of the coach grows, so the model becomes less of a factor until each intervention virtually creates its own structure and focus is supplied by the coach's own ability to step back and allow the client room to talk and to think.

The model I want to look at today is STAR. In fact, there are a couple of different versions of STAR, but the one I am going to show you was developed by David Bonham-Carter [1] and is rooted in CBT (cognitive behavioural therapy). As such, it is most suited to problem solving and stress management.

Situation: What is the specific situation which may create a difficulty for you?

Task (or Thoughts): What thoughts go through your mind and what do you think you should do?

Action: How do you typically act in the situation in response to it and in response to your thoughts and feelings?

Results: What are usually the results for you of your actions in practical terms and in terms of how you feel afterwards?

As you can see straight away, this is a means of having the client explore their own behaviour. Casting a spotlight on things that are irrational or have been overblown allows him or her to see that their behaviour may be based on groundless fears or worries, and to start developing a coping strategy or a change in their behaviour when faced with the specific situation.

A fast and highly effective way to help someone get rid of damaging or limiting thoughts and behaviours.
Tim Hawkes is managing director of Unlimited Potential [1] Have a look at David's website for more information

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The idea of working to a model is especially useful when starting out in coaching, as is often the case when an organisation starts to develop and build a coaching culture. It provides both focus and structure.

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Do you know the 5 types of business mentoring models?

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Do you know the 5 types of business mentoring models?

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One of the advantages of mentoring is that it can be adapted to any organization's culture and resources. There are several business mentoring models to choose from when developing a mentoring program. The following are the 5 types of business mentoring models:

5 BUSINESS MENTORING MODELS

1. One-On-One Mentoring

The most common mentoring model, one-on-one mentoring matches one mentor with one mentoree. Most people prefer this model because it allows both mentor and mentoree to develop a personal relationship and provides individual support for the mentoree. Availability of mentors is the only limitation.

2. Resource-Based Mentoring

Resource-based mentoring offers some of the same features as one-on-one mentoring. The main difference is that mentors and mentorees are not interviewed and matched by a Mentoring Program Manager. Instead, mentors agree to add their names to a list of available mentors from which a mentoree can choose. It is up to the mentoree to initiate the process by asking one of the volunteer mentors for assistance. This model typically has limited support within the organization and may result in mismatched mentor-mentoree pairing.

3. Group Mentoring

Group mentoring requires a mentor to work with 4-6 mentorees at one time. The group meets once or twice a month to discuss various topics. Combining senior and peer mentoring, the mentor and the peers help one another learn and develop appropriate skills and knowledge.

Group mentoring is limited by the difficulty of regularly scheduling meetings for the entire group. It also lacks the personal relationship that most people prefer in mentoring. For this reason, it is often combined with the one-on-one model. For example, some organizations provide each mentoree with a specific mentor. In addition, the organization offers periodic meetings in which a senior executive meets with all of the mentors and mentorees, who then share their knowledge and expertise.

4. Training-Based Mentoring

This model is tied directly to a training program. A mentor is assigned to a mentoree to help that person develop the specific skills being taught in the program. Training-based mentoring is limited, because it focuses on the subject at hand and doesn't help the mentoree develop a broader skill set.

5. Executive Mentoring

This top-down model may be the most effective way to create a mentoring culture and cultivate skills and knowledge throughout an organization. It is also an effective succession-planning tool, because it prevents the knowledge "brain drain" that would otherwise take place when senior management retires.

For further information on different mentoring models, check out our FREE white paper below:

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Do you know the 5 types of business mentoring models?

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One of the advantages of mentoring is that it can be adapted to any organization's culture and resources. There are several business mentoring models to choose from when developing a mentoring program. The following are the 5 types of business mentoring models: The most common mentoring model, one-on-one mentoring matches one mentor with one mentoree.

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A Coaching Model Created by Marsha Sanders
(Business Coaching, UNITED STATES)

The Star Coaching Model

The Star Coaching Model is a six-pointed star created from two triangles (one is inverted to make the star shape): one triangle represents the coach's role and one triangle represents the client's role. Triangles represent Delta, or the symbol for change. As the coach and client complete the six points of the star, the client becomes symbolically a Star with a capital 'S.'

The coach's role in this model is to bring clients through the important steps of engagement (engage the client in a trusting relationship), awareness (lead the client to self-awareness with powerful questions), and action (help the client create an action plan to achieve goals). The client brings a desire to change (areas to explore or create change), commitments (the coach uses active listening to look for underlying beliefs and other obstacles to action), and values and beliefs. Together, the coach and client work toward the client's attainable goals.

At each of the six steps, or points of the star, specific tools and power tools are available to facilitate movement toward awareness and action. These are identified on the last page of the Star Coaching Model. Please see the PDF document entitled, "The Star Coaching Model" which was attached in the same email as this cover sheet.

Star Coaching Model details

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A Coaching Model Created by Marsha Sanders (Business Coaching, UNITED STATES) The Star Coaching Model is a six-pointed star created from two triangles (one is inverted to make the star shape): one triangle represents the coach's role and one triangle represents the client's role. Triangles represent Delta, or the symbol for change.

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ILM Toolkit for Leaders | Search Results

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ILM Toolkit for Leaders | Search Results

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Concise, practical learning for everyday tasks and challenges