As with many coaching models, it probably depends on the utility and who and when they are used. Some coaching models work best in life coaching, some in executive coaching, some in business coaching, and I am predicting perhaps the Evocative Coaching Model is usefully designed for its purpose.

As with most coaching conversation models, the ‘components & structure of the coaching dance’ evidently present would include ‘assessing the current situation’(my take on the Evocative Coaching Model – Story Telling), ‘identifying the ecological goal/destination’ (Expressing Empathy), ‘conversing for the leveraging points & the motivation forces to make things happen’ (Appreciative Inquiry), ‘co-creating, testing, and pre-testing the viability & committment of the solution, and evidence-based actioning’ (Design Thinking).

Most coaching models that I know of, have a structure that encompasses these four components.

So there are possibilities with coming up with ‘permutations’ of coaching models (with these four components in place) incorporating ideas, concepts, methodologies and so forth from so many psychological, business, leadership, etc. domains. Am I correct?

Bob has done a great original work of drawing from the domains I deduced above to come up with another exciting coaching model to elevate the coaching profession.

Thanks Bob for the great contribution to our further understanding about coaching.

Billy C H Teoh
Malaysia.