10 Coaching Models & Styles To Use in the Workplace in 2025
Why Coaching Matters More Than Ever
Let’s be real—workplaces in 2025 aren’t just about ping-pong tables and free snacks. The real game-changer? Effective coaching.
Whether you’re a manager looking to inspire your team or an HR pro aiming to foster growth, the right coaching model can mean the difference between a high-performing team and a disengaged one. But with so many styles out there, how do you pick the best one?
That’s where I come in. After diving into research (and a few trial-and-error sessions), I’ve narrowed down the 10 best coaching models and styles to use in 2025. Let’s break them down—no fluff, just actionable insights.
1. The GROW Model: The Gold Standard
Best for: Goal-setting and structured problem-solving
If coaching had a Hall of Fame, the GROW model would be in it. Developed in the 1980s, this framework is simple yet powerful:
Goal (What do you want to achieve?)
Reality (Where are you now?)
Options (What could you do?)
Will (What will you commit to?)
Why it works: It’s flexible, easy to remember, and works for both newbies and seasoned pros. Plus, it’s backed by decades of success in corporate and sports coaching.
“The GROW model is ideal for coachees with short-term goals or specific challenges.” – AIHR
2. The 5E Model: Engage, Explore, Explain, Elaborate, Evaluate
Best for: Learning and development
Originally an educational framework, the 5E model has found its way into corporate coaching:
Engage (Hook the learner)
Explore (Let them discover)
Explain (Clarify concepts)
Elaborate (Apply knowledge)
Evaluate (Assess progress)
Perfect for: Training programs where hands-on learning is key.
3. The POSITIVE Model: Solution-Focused Coaching
Best for: Workplace motivation and problem-solving
This eight-step model keeps things, well, positive:
Purpose
Observations
Strategy & SMART goals
Insight
Team
Initiate
Value
Encourage
Why try it? It’s simple, structured, and keeps employees focused on solutions rather than problems.
4. The OSKAR Model: Fast, Results-Driven Coaching
Best for: Quick performance fixes
Need a rapid solution? OSKAR delivers:
Outcome (What’s the goal?)
Scale (Where are you now?)
Know-how (What skills do you have?)
Affirm & Action (What steps will you take?)
Review (Did it work?)
Pro tip: Great for addressing specific behavioral issues on the fly.
5. The CLEAR Model: Relationship-Focused Coaching
Best for: Deep, reflective coaching sessions
Unlike GROW’s linear approach, CLEAR is more fluid:
Contract (Set expectations)
Listen (Deep understanding)
Explore (Dig into challenges)
Action (Plan steps)
Review (Reflect on progress)
Best for: Leaders who value emotional intelligence and long-term growth.
6. The 4Cs of Coaching: Competence, Confidence, Connection, Character
Best for: Holistic employee development
Developed by researchers Côté et al., this model focuses on:
✅ Competence (Skills)
✅ Confidence (Self-belief)
✅ Connection (Relationships)
✅ Character (Ethics)
Why it’s trending: It builds well-rounded professionals, not just skilled workers.
7. The 3 C’s of Coaching: Curiosity, Courage, Compassion
Best for: Leadership coaching
Some say coaching is an art—and these three traits make it work:
🔍 Curiosity (Ask the right questions)
💪 Courage (Challenge comfort zones)
❤️ Compassion (Support with empathy)
Great for: Managers who want to lead with heart and strategy.
8. The 4 Corners Model: A Holistic Approach
Best for: Team and sports coaching (but works in biz too!)
This model covers all bases:
Technical/Tactical (Skills)
Physical (Energy & health)
Psychological (Mindset)
Social (Team dynamics)
Why it’s unique: It treats employees as whole people, not just workers.
9. The TOMS Model: Structured Yet Flexible
Best for: Executive coaching
TOMS keeps sessions focused:
Topic (What’s the issue?)
Outcome (What’s the goal?)
Meaning/Motivation (Why does it matter?)
Success Measure (How will you know you’ve succeeded?)
Best for: High-level leaders who need clarity fast.
10. The WOOP Model: Psychology-Backed Goal Setting
Best for: Personal and professional growth
WOOP isn’t just fun to say—it’s science-backed:
Wish (What do you want?)
Outcome (Best-case scenario?)
Obstacle (What’s in the way?)
Plan (How will you overcome it?)
Why it works: It combines visualization with practical problem-solving.
Which Coaching Style Fits Your Workplace?
Not all models work for every team. Here’s a quick cheat sheet:
| Scenario | Best Model |
|---|---|
| Quick fixes | OSKAR |
| Long-term development | GROW or CLEAR |
| Team dynamics | 4 Corners |
| Leadership coaching | 3 C’s or TOMS |
| Motivation & engagement | POSITIVE |
Final Thoughts: Coaching in 2025 Is All About Flexibility
The best coaches aren’t married to one model—they adapt. Whether you’re a fan of GROW’s structure or WOOP’s psychology-backed approach, the key is to listen, adjust, and keep it human.
Your move: Try one of these models in your next coaching session and see what sticks. And hey, if you’ve got a favorite I missed, drop it in the comments—I’m always looking for new tricks!
Further Reading:
Now go forth and coach like 2025 depends on it—because it kinda does. 🚀
