Fiedler's Contingency Model
Leadership effectiveness isn’t just about the leader’s style but about how well that style fits the situation.
4 Patterns of Team Conflicts
Summary of typical conflicts in the workplace, discover proven strategies
5Ps Leadership Framework
Simple models enhance your leadership skills.
Thomas-Kilmann Conflict Mode Instrument (TKI)
Using dual concern theory to understand and resolve conflicts.
SBI Model
Deliver objective feedback by separating situation, behavior, and impact.
7% Rule for Organizational Change
Start with 7%, Spark the Rest.
3A Trust Model
Gives you a simple and clear structure to build trust fast.
10-10-10 Meeting Model
Structure 30-minute meetings into focused parts for better feedback.
Johari Window
Expand self-awareness, uncover blind spots, and strengthen trust through structured feedback.
Tuckman Model
Help you better structure, understand, and develop the team.
GREAT Coaching Model
Emphasis on timing, ensuring actions are strategically aligned with deadlines for effective goal setting.
SOAR Self-Leadership Model
Built on four essential components that guide personal and professional development.
Leadership Success Model
Define the success of leadership via team engaged, personal satisfaction, and organizational success.
Three Circles of Influence
Grow your influence via focusing what you can control.
Bridges Transition Model
Focus on the emotional and psychological transitions individuals experience during change.
Goleman Emotional Intelligence Model
Foundation for personal success and leadership.
Satir Change Model
Details the process of change through five stages.
ABCD Trust Model
Increase engagement and commitment in the workplace.
SCARF Model
Uncovers the emotional drivers behind employee reactions.
CLEAR 1
Strengthen alignment between your priorities and your manager’s expectations.
GROW Model
Helps people clarify goals, assess situation, explore options, and take actions.
GREAT Coaching Model: A Guide to Goal Achievement
Emphasis on timing, ensuring actions are strategically aligned with deadlines for effective goal setting.
GREAT Coaching Model
Why Good Intentions Fail
Have you ever set a personal or professional goal with great enthusiasm, only to get sidetracked a few weeks later? You are not alone.
The gap between intention and impact is where most potential is lost.
It’s a common challenge, and that’s exactly where the GREAT coaching model can help.
Developed by Graham Alexander, a well-known coach in goal-setting and personal development, GREAT coaching model provides a structured yet flexible approach for turning your goals into tangible results.
Whether you're a leader, a coach, or someone working toward personal growth, this model can guide you through the process of clarifying your goal and achieving it step by step.
The GREAT model is often seen as an evolution of GROW. While GROW is excellent for unlocking awareness and options, GREAT is designed for execution.
Its unique value lies in the last two letters: Action and Timing. Without these, many coaching conversations end with insight, not results.
Core Concept of GREAT Coaching Model
The GREAT model focuses on five key stages to help you get clear about your goal and work toward it effectively.
Goal
Start with defining a clear, specific, and meaningful goal (refer to SMART Goal Setting Framework). A well-crafted goal is the foundation for success, as it gives you direction and purpose.
Practice: You set a goal to increase your team's productivity by 20% over the next quarter.
Reality
Take a hard look at your current situation. Understanding where you stand is critical.
What obstacles are in your way? What resources do you have at your disposal? A clear reality check gives you the insight you need to make informed decisions.
Practice: Analyze the current state of the team, identifying key issues like unclear communication or missed deadlines.
Explore
Explore different options and solutions.
This stage encourages creativity and brainstorming. What pathways could help you achieve your goal? What risks and rewards are associated with each option?
Practice: You and your team brainstorm possible solutions, such as improved workflows, training, or regular feedback sessions.
Action
Now, it's time to take action!
Create a clear, step-by-step plan that outlines exactly what needs to be done. This phase is all about commitment and execution.
Practice: You create a detailed plan with actionable steps, like scheduling bi-weekly check-ins and reassigning tasks based on team strengths.
Timing
Finally, focus on timing.
Set deadlines, create milestones, and regularly assess progress. This ensures you stay on track and can adjust your plan when necessary.
Practice: You establish clear milestones, like measuring productivity improvements every month and adjusting the plan as needed.