As the clientele for professional coaching grows and diversifies, so too does the methodology used by coaches to help clients achieve breakthrough results. While there are now numerous methods and processes being employed by coaches, three process models stand out for their effectiveness, flexibility, and wide usage. Let’s take a high-altitude look at each one.
The TOMS Coaching Model
TOMS stands for Topic, Outcome, Meaning/Motivation, and Success Measure, which, in this model, constitute the core components of an effective coaching engagement. 
Topic refers to the reason why the coachee seeks coaching at the moment.
“What brings you to coaching today?” is the question that typically launches the topic section of the coaching session. To better determine what the coachee wants to accomplish as a desired outcome, it’s important to take their answer to this question to identify a specific focus for the coaching session.
Outcome asks the coachee what they hope to accomplish in the session.
“From what you’ve told me, what would be most helpful to achieve in our session today?” is the inquiry question for determining the session outcome. The coach can help the coachee identify the essence of their challenge and define what’s key to helping them move forward. In other words, what does the coachee truly want to achieve in the coaching session?
Meaning/Motivation gets at the why behind the outcome being sought.
“Of the myriad challenges going on in your professional life, you’ve chosen to work on this topic with me today. What makes this so important to you?” is the question the coach asks to understand what’s underlying the interest in moving forward on this particular issue.
Success Measure asks the coachee to set parameters for a successful outcome to the session.
“At the end of our session today, how will you know we’ve reached our outcome? is the question that determines how both the coach and coachee will know they have successfully reached the outcome being sought.
The GROW Coaching Model
GROW stands for Goal, (Current) Reality, Options, Will, and it can serve as an effective blueprint for structuring coaching sessions. 
Goal refers to the objective of the session.
What does the coachee want to achieve in the session, i.e., the end result? Perhaps it’s a behavior that needs to change or an aspiration to be realized.
(Current) Reality is the coachee’s consideration of their current situation.
It asks them to evaluate their current skill level, professional knowledge, available resources, finances, team, manager, and other factors that play major roles in shaping their outlook on life and work. This line of inquiry helps the coachee to understand where “they’re at” while identifying barriers that are causing issues. It also prompts coachees to recognize their strengths, qualities, and available resources that may help.
Options asks the coachee to consider their options for moving forward in their lives and careers.
The coach might ask: “If money were no object, what would you do with this idea? If time were not a factor, how would you proceed with this project? What other options do you have? What would you do if you could?”
Will is the final step in which the coach asks the coachee to commit to specific actions in order to move forward toward their goal.
By doing this, the coach helps coachees establish their will and boost their motivation. This phase also provides accountability by asking coachees to commit to making changes and setting deadlines to accomplish specific goals. This can become their barometer of success.
The 4-D for Appreciative Inquiry Coaching Model
The third model we’ll overview doesn’t have an acronymic name. Instead, it’s based on the Appreciative Inquiry diagram seen below:
“Appreciative Inquiry” is a search for the best in people, their organizations, and the world around them. It involves systematic discovery of what makes an organization or an individual effective and capable in economic and human terms. “Appreciative Inquiry” involves asking questions that strengthen a person’s capacity to achieve their full potential.
Appreciative Inquiry coaching typically goes through the following four stages:
- Discover –Information and stories are gathered about what’s working well, helping coachees to appreciate and value their strengths and skills.
- Dream – Asks the coachee to envision what might be: their possibilities and potentials.
- Design – Asks the coachee to determine what “should be.”
- Deliver (or Destiny) – Determines what will be through innovative ways to create the future.
These 4 “Ds:” Discover, Dream Design, Deliver are what give the process its name. The Appreciative Inquiry model differs from the more typical problem-solution methodology in that it emphasizes and values what people already have to offer and it uses that as the basis for pursuing and achieving goals.
While problem solving is deficit thinking (what’s wrong, what can we do about it?), appreciative inquiry is possibility thinking (what’s good, what’s working, what can we build on, where can we take this?). For many coachees, this approach is far more uplifting, inspiring, and ultimately, rewarding,
And that’s not all. 
So, we’ve provided a brief overview of three popular coaching models that are regularly used. But there are other models with intriguing acronymic names like CLEAR, STEPPA, and OSCAR, any and all of which may be subjects for future blog posts.
Of the three processes mentioned in this blog, I like the simplicity and effectiveness of the TOMS model, while my aspirational self is drawn to the 4D Appreciative Inquiry model. I like its positive spin and its inspirational message to my coachees.
How can these methods go beyond being just used by coaches? Learn why leaders should learn to coach and apply methods such as these! Read our article on why leaders should learn to coach.
At Bay Area Executive Coach Training, we share coaching models with aspiring and newer coaches to help them achieve proficiency as an executive coach. If you’re ready to attain a higher level of coaching performance, explore our accredited training and certification programs. If you would like to learn more about our highly appreciated and globally recognized leadership coach training programs, don’t hesitate to schedule time to talk 1on1 via Zoom. You’ll select a 30-minute Non-Client Discovery Session on our appointment calendar.
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