7 Steps of Intentional Modeling

1. Asking permission.
2. Give the coachee something specific to observe or do.
a. Ex: “Observe how long I wait before I repeat the choices to him”.
3. Model while coachee observes.
4. Prompt the coachee to reflect on what happened.
a. Ex: What worked, what did not work, what the coach could have done differently,
how the scenario may look if the coachee were to do it, etc.
5. Invite the coachee to try what the coach modeled.
6. Invite coachee to reflect on what happened.
a. Ex: what worked, what did not work, what might work,
7. Develop a plan for how the coachee will engage in the strategy or activity when the coach
is not present. Determine very specifically when, what, where and how the coachee can
use what they observed (JPS).

Types of Reflective Questions Types of Feedback

1) Awareness Questions –
Promote the coachee’s understanding of what
he or she already knows or is doing.
Ex: What have you tried?
2) Analysis Questions –
Support the coachee’s comparison of the
current state vs. the desired future state. These
can also support the coachee in making a
determination or presumption.
Ex: Why do you think that happened?
How does what just happened compare to wat
you would like to happen?
3) Alternatives Questions –
Provide the coachee with possible options to
obtain desired results.
Ex: What else could you try?
What are possible ideas to consider?
4) Action Questions –
What the coachee is going to do as a result of
the current conversation (joint plan).
1) Informative Feedback –
Sharing knowledge and information with
the coachee that is directly related to an
observation, action, reflection, or direct
question from the coachee.
2) Affirmative Feedback –
Acknowledges that the coach hears and
understands the coachee (non-committal).
EX: “I hear you”, “I understand”
3) Evaluative Feedback –
Includes a judgement of what the coach
sees the coachee doing or what the coach
hears the coachee report.
EX: “Good job”, “That worked well”
4) Directive Feedback –
Coach tells the coachee what to do.
Should be used only in incidences where
there is a clear and present danger.