How to Coach Yourself and Others Popular Models for Coaching | Page 47

4) Holding Accountable
Asking what a coachee is actually doing that makes real and
actual the stated vision for being, doing, and having.
Exploring when, where, and how a person has fulfilled
promises. Focusing on and holding the coachee to his or
her own word and promises.
5 Provoking Action
Focusing on the frames above and behind the incongruency between
acting fully on words. Probing and Provoking (see Provoking)
through questions, challenges, meta-questions what the coachee
says he or she wants to do or achieve. Directly bringing up either
kindly or firmly, "Will you do this now?"
4 Probing Lack of Action
Directly commenting on difference between word and actions.
Asking probing questions. Hearing and commenting on cognitive
distortions involved in excuses or thinking patterns. Asking
questions to invite coachee to own his or her responses. Moderate to
high level of confrontation. "You said you wanted X, but you haven't
indicated taking any actions to make that happen, what's going on?"
3 Commenting on Lack of Action
Noticing and straightforwardly commenting on behaviors. Listening
to excuses and vacillating about accepting them. Moderate level of
confrontation. "Did you do X?" "Let's talk about that a bit, what was
going on for you?"
2 Hinting At But Letting Off The Hook
No noticing and commenting on the behaviors of following through
or failing to follow through on a task or promise. Bringing it up by
hinting. Letting person off the hook by accepting excuses or making
excuses for the person. Little direct communication about acting on
goals and skills.

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