FLAME

You get the best effort from others not by lighting a fire beneath them, but by building a fire within.

Fire has been a symbol of transformation and energy in the form of heat and light among civilizations around the world. The coaching process is a dynamic energy-filled interaction that results in the coachee and the coach being transformed in different ways. Pretty much like alchemy, something beautiful emerges when change starts as a flicker from within, builds into a flame, and becomes a Fire. The “FLAME” Model outlines the philosophy that the process is filled with curiosity, energy, action, and accountability leading to an empowered destination. This also describes the skills, actions, and outcomes at each level that keeps the coachee’s agenda at the heart of the way forward.

The “FLAME” Model Coaching Process

1. Final Outcome:

To establish coaching goal/s after collecting information, keeping learning and development in mind with a stated agenda and outcome. The Goals designed may include thinking, feeling, learning, and creating aspects, designed goal should aspire to be holistic for the client. Creation of awareness of potential within the client, A safe process to be facilitated for the client to be confident in stating the expected goal or final outcome.

Questions for the Coach:

• How would meeting your goals make you feel?
• What would be a satisfying end state?
• What other Scenario planning can you do?
• What else can you think of?
• What is your commitment level to change?
• Which way do you want to go?

Tools for the Coach: Powerful Questions, Power Listening, Discover Values, and Life Purpose, Visualization, Building Confidence, & Managing Expectations.

2. Learning by listening:

An exploration of the current situation the client is in, understanding the greatest leverage available for change to happen by being in the present and listening. Consistently clarifying, and paraphrasing to aid in powerful listening will help. Along with this, commitment, clarity of options available and challenges will emerge also will help. Creating a safe space for the coachee to enact the theatre of his mind will enable him to surface underlying emotions and the true reasons/motivations or fears that would emerge as the greatest leverage going forward.

• What seems to be holding you back?
• What is appealing about the current state?
• Where are you currently expending emotional energy?
• What assumptions have you made to support your interpretation of this situation?
• How would another person describe the situation?
• How do you think the other person feels/thinks about it?
• What are the two best attributes of yourself that you use regularly to overcome challenges?
• How do you best use your qualities to your benefit?
• What is most important to you in your life and why?

Tools for the Coach: Powerful Questions, Power Listening, Reframing Perspectives, Uncovering Underlying Beliefs, Creating Awareness, & Releasing Judgment.

3. Activate Accountability:

Having made a decision to move forward with the change process, the client feels that things are starting to move. Here the goal is to foster action and hold the client accountable. The task of the coach is to help the client break down the envisioned future into deliverables. What are the action steps the client needs to take keeping in mind the existing reality and the goal that needs to be attained? Specific concerns and opportunities are explored that are relevant to the client’s goals, a place for reflection and learning based on what has been learned and applied in previous sessions, celebrating successes, and figuring out an action plan for further growth. Suggested homework to be relevant to the client’s agenda, learning, and thinking.

Questions for the Coach:

• What are the next steps you could take immediately that could make a difference in your future?
• What are the issues that might crop up? How will you resolve them?
• What do you have to learn, how do you think you would go about the same?
• What is the support structure you can establish to rely on?
• Who can be of support to you?
• What will you do first?
• What will you do after that?
• Until when can you do it?
• What is your level of motivation at this point?
• How can we establish accountability for our commitments? Would you like to enlist my help toward the same?
• How will you feel if you reach your goal?

Tools for the Coach: Fostering Self-Directed Learning, Support Self-Development Plan, & Creating Action.

4. Motivate:

Consolidating collected information, acting as a cheerleader, enthusing and reinforcing progress made by the client, taking stock of what’s working and what’s not working, appreciating what’s working and discarding what’s not working, working on follow through to ensure nothing falls in between the cracks, keeping the client in the track between sessions by holding attention on coaching plan, can also use this as a heads up point to check direction and momentum going forward.

• How are you doing?
• Which steps are helping you at this point in time?
• How do you know you are heading in the right direction?
• What are the new behaviors exhibited by you now?
• What are the positive changes that have been noticed by other people in your life?
• How will you ensure positive steps you have taken will have consistency?
• What do you need me for?

Tools for the Coach: Creating new Structures, Holding Accountable, &  Establish Self-Management.

5. Empower:

Celebrate the new state of the client, and acknowledge the journey and the process. Work on following through with action being taken by the client, positive confrontation with the client on action taken/not taken, set a big picture perspective for the client, and at the same time can weave in contextual information to keep the client focused. The end of the contractual session will leave the coachee as an empowered individual who ends up achieving his final objective. Questions for the coach.

Questions for the Coach:

• How are you doing?
• Which steps are already put into place?
• How do you feel about this new “you”/situation?
• What is your daily routine now?
• What is different now from before we started our coaching journey?
• How will you maintain your actions/the changed situation?
• What structures did you change/will you change to hold things in place?
• What do you need me for?

Tools for the Coach: Creating new Structures, Holding Accountable, Establish Self-Management

FLAME

CORE COMPETENCIES

F –Final Outcome Corresponds to G’ (Goal) of the GROW Model that sets the outcomes that are being sought by the client and the same has been contracted actively by the Coach. L-Learning Corresponds to R(Reality) sets the tone for truly listening to what the coachee’s journey has been and setting the pace for the way forward A-Activate Accountability Corresponds with O(Options) that are available to the client and challenging the client to act and be accountable for the process of change. M-Motivate Corresponds with O(Options) –work on being a cheerleader to the client, reframe the journey till now, celebrate small wins, acknowledge the challenges and awareness displayed by the client. E-Empowered Corresponds to W(wrap up) as an empowering end to the process and a successful journey as the coachee has achieved the set objective

A) Setting the Foundation 1. Meeting Ethical Guidelines and Professional Standards. 2. Establishing the Coaching agreement. The final objective of the engagement is explained along with the process and contracting happens by setting the “Final Outcome “ B) Co-creating the Relationship 1) Establishing Trust and Intimacy with the client 2) Coaching presence This competency is worked on by learning about the client’s motivation, challenges expectations, etc by listening C). Communicating Effectively 1) Active Listening 2) Powerful Questioning 3) Direct Communication This Competency is worked on by holding the coachee accountable for action through active listening, powerful questioning, and direct communication. D) Facilitating Learning and Results 1) Creating Awareness 2) Designing Actions 3) Planning and Goal Setting 4) Managing Progress and Accountability Facilitating Results and ensuring the client is “Empowered “after the process of creating awareness, actions, planning, and being made accountable.