Table 4.
Psychological approaches for coaching process models.
| Coaching process descriptive models | Psychological approaches |
| Five elements model [66]: The model explains the practice for human resource development, focusing on improving performance/examining results with a way of equipping human beings with the methods, knowledge, and possibilities they want to broaden themselves and become more effective. The unidirectional sequence of five elements includes establishing relationships, recognizing opening, observation or assessment, enrollment of clients or participants, and coaching conversations. Goal focused executive coaching model [4]: It explains how to improve personal or professional performance, personal satisfaction, and effectiveness in the client’s organization within a formally defined coaching agreement, and identify a set of goals using the following process: identification of an issue, setting of a goal, development of a cyclic action plan (act, monitor, evaluate, and change), and evaluation of the success score. Organization response cycle [67]: The model explains how to manage the pressure exerted on the department because of globalization, in order to produce faster, cheaper, and customized products and services. This model includes a cyclic loop of the following processes: learning (individual, team, organizational), innovation (products, and services), adaptation (responding to change and complexity), and results (enough or not). | Executive coaching |
| Humanistic coaching model [4]: The cyclic model of awareness-choice-execution (ACE) explains how to use the principles and tasks to teach participants how to harness their own growth process. In directing the process of coaching for change, the coach can ensure that the participant integrates “being (and awareness of that)” with “doing” such that the participant comes away with actual results. | Humanistic coaching |
| Effective coaching model [4]: It explains the core of the coaching process (“what is done!”) and represents how the contextual themes are legislated with the following seven key principles that strengthen the human coaching process: collaboration, accountability, awareness, responsibility, commitment, action, and results. | Contextual coaching |
| Open innovation model [72]: It explains several key factors for organization development throughout the following life cycle stages: birth (innovation, awareness, intuition, vision, commitment, risk, and flexibility), growth (decision making, delegation, team approach, state change, and ability to grow), maturity (feasibility, retain high performance, overcome obstacles, and responsiveness), revival (autonomy, integration, effective internal communication, and innovative high performance), and decline (renew strategy and structure, innovativeness, improve information processing, and increase tolerance level). | Organization development |