Coaching Models, Management and Leadership

RADAR Instructional Coaching Model

March 8, 2016

There are times when a more instructional form of coaching is needed, for example something that would take the learner a long time to discover through trial and error.  The RADAR coaching model is perfect for this, as it is much more directive in it’s approach compared to the GROW coaching model.  Use this model if the person you are working with needs more direction than exploration and guidance.  This is a great behaviour change model, useful for managers coaching team members, and is also used in psychotherapy and other talking therapies.

Here is a quick guide to the RADAR Instructional Coaching Model…

 

RADAR Instructional Coaching Model Stage 1: Rapport

The aim of this stage is to put the ensure the coachee is at ease and build the relationship.   If this is the first time you are meeting with the coachee, then you will place more emphasis on this stage. If you know the person (e.g. you are their manager), then briefly establish rapport and move to the next stage.

Key outputs of the Rapport Stage:

  • Get to know each other if you do not already know each other
  • Put the person at ease
  • Make the person feel comfortable
  • Agree how you will proceed and work together

 

Personal Effectiveness Skills you need:

  • Rapport building skills
  • Relationship building skills

 

RADAR Instructional Coaching Model Stage 2: Analysis

Next you want to ensure that both parties understand the area of need to be addressed.   This could be a performance gap related to a behaviour area that needs addressing, or a technical skill that needs to be transferred.

Key outputs of the Analysis Stage:

  • Agree the objectives of the coaching
  • Identify the performance gaps
  • Identify current strengths and weaknesses

 

Personal Effectiveness Skills you need:

  • Questioning, active listening and reflecting skills
  • Objective setting (SMART objectives)

 

RADAR Instructional Coaching Model Stage 3: Demonstration

This stage is the crux of the model in that this is where the Coach will demonstrate, describe or model the behaviour or skill the coachee is wanting to develop.

Key outputs of the Demonstration Stage:

  • Telling or showing them what to do
  • Modelling the correct behaviour for the coachee
  • Answering any questions the coachee has about the demonstration

 

Personal Effectiveness Skills you need:

  • Clear explanation
  • Task/Process decomposition: breaking down a task or process into smaller chunks to ease explanation and maximise understanding

 

RADAR Instructional Coaching Model Stage 4: Activity

Now it’s the turn of the Coachee to practice the skills or behaviour, and for you to provide feedback.

Key outputs of the Activity Stage:

  • Letting the person practice the skill or behaviour
  • Giving constructive feedback and guidance

 

Personal Effectiveness Skills you need:

  • Able to encourage and reassure
  • Know when to keep quiet
  • Patience

 

RADAR Instructional Coaching Model Stage 5: Review

The fifth stage is to review and evaluate progress during the coaching session and to decide next steps for the coach and coachee.

  • Evaluate progress
  • Check that the coaching has been effective
  • Plan how to handle any outstanding areas
  • Review how the two of you have worked together
  • Agree on next steps

 

Personal Effectiveness Skills you need:

  • Giving constructive feedback
  • Eliciting feedback

 


RADAR Instructional Coaching Model can be used by: Life Coaches, Sports Coaches, Business Coaches, Mentors, Managers and Team Leaders.


 

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