GRIMLEY’S 7Cs COACHING MODEL
Use this when you want a systematic coaching approach that addresses a multitude of variables that may be holding people back.
Bruce Grimley suggests that good coaching addresses a number of variables that can be depicted as:
Grimley suggests that his 7Cs coaching model will ensure that by the end of the coaching session, the person being coached:
Is Clear about objectives they are working towards.
Believes that the Climate is right to tackle these objectives.
Has the Capability to achieve an effective outcome.
Is Congruent and acts in a manner that is consistent with their feelings.
Is Confident in their actions.
Is Committed to getting the most effective solution.
Will Communicate internally and externally their intentions in line with the above.
Grimley argues that in order for the 7Cs to operate, they must be framed within an eighth C – Courage. He offers a hypothetical example of a person seeking coaching who may have total clarity and congruence concerning a relationship they are looking to develop but lack the necessary capability or confidence to pursue this relationship. Lacking capability or confidence might mean that their commitment to the cause begins to diminish and they either reach the conclusion that the time wasn’t right for the relationship to develop or that they were either too good for or not worthy of the other person. By using the 7Cs approach, Grimley suggests that the coach will understand specifically what it is they need to work on with the individual.
HOW TO USE IT
I like Grimley’s use of the term Sailing the 7Cs to describe the process in this model. It fits in nicely with the metaphor of people undertaking a journey. Here are some useful questions that you can ask the person that you are coaching to establish the level of consciousness they have in each of the Cs.
- Clarity: Make these questions specific and measurable by asking, ‘What is it that you want to achieve?’ ‘How will you know when you have achieved it?’
- Climate: Relate these questions to the environment by asking, ‘When is the right time to start working on the idea?’ ‘How long will you devote to achieving this?’
- Capability: Determine whether they consider the idea is achievable by asking, ‘What skills do you have that you can use to achieve your objectives?’
- Congruency: Discover if the proposal is compatible with their own set of values and beliefs by asking, ‘What personal qualities do you have that you can use to achieve your objectives?’
- Confidence: Decide what their level of self-belief is by asking, ‘How do you see yourself now?’ ‘Where will you be in one (two or three) year’s time?’
- Commitment: Gauge what their level of motivation is by asking, ‘How much do you want this to happen?’
- Communication: Get a feel for the level of self-esteem they have by asking, ‘What are they saying to others and themselves about their future?’
Accept that this may be a long drawn out process so persevere with it.
QUESTIONS TO ASK
- Am I sure that I have covered all of the bases on this one?
- Have I covered each of the issues in sufficient depth?