Emotional processing or problem-solving? Which one actually matters more for successful coaching?
When you’re just starting your coaching business, it’s important to figure out how you’ll approach clients. They’ll come to you expecting guidance, but the way you relate to them impacts what they take away from each session.
Some coaches are more direct and action-oriented. Others take more time to explore and get to the root cause of issues.
For me, it depends on the client, how they respond, and what I think will help them best.
But you don’t have to choose one over the other. With CLEAR model coaching, you can balance both styles.
You can use this framework to structure coaching conversations, making sure you don’t miss anything whether that be mental and emotional barriers or actionable steps and clear goals.
Let’s explore the CLEAR model, its origins, how it compares to others, and how you can put it into practice.
What Is the CLEAR Coaching Model?
The CLEAR model is a simple, structured framework to help you guide clients through transformational conversations. It has clear steps that support them in exploring their current reality, reaching their goals, and creating actionable plans.
The CLEAR model can help with life coaching, executive coaching, leadership coaching and team development. It balances deep reflection with practical action to make changes that actually last.
CLEAR model for coaching
The CLEAR coaching model has five key stages of coaching:
- C – Contracting: The coach and the client establish the purpose of the session, agree on goals, and set expectations for the coaching experience.
- L – Listening: Give clients the space to share their situation and feelings without interruption or judgment.
- E – Exploring: Ask open-ended or probing questions that encourage them to go deep. Guide them to reflect and discover what’s been helping them and what’s been holding them back.
- A – Action: Brainstorm specific goals and create a practical action plan to achieve them.
- R – Review: Reflect on the progress made since the last session and discuss any necessary adjustments. End by setting the intention for future coaching sessions.
CLEAR coaching model Peter Hawkins
The CLEAR model was developed in the early 1980s by Peter Hawkins, a professor of leadership and expert in executive coaching. Hawkins designed this model to structure effective coaching conversations, particularly for leaders and executives.
Unlike other models, Hawkins’ CLEAR coaching approach stands out because:
- It’s a complete framework that balances task-oriented results with emotional exploration.
- It aims for sustainable change by first understanding your client’s beliefs and feelings, not just jumping into action.
- It’s a widely used method in the fields of leadership and organizational development.
CLEAR Coaching Model Pros and Cons
Before investing fully in any coaching model, you need to understand both its strengths and limitations. This helps you decide how it can enhance your coaching sessions.
Knowing the pros and cons also gives you an idea of how to customize your coaching process, based on different client needs and situations.
Here’s a look at the benefits and challenges you can experience when using the CLEAR method:
5 Benefits of using the CLEAR coaching method
The CLEAR coaching model offers a straightforward approach that gets through to clients on all levels. Here are five benefits of the CLEAR model that can help you achieve transformational coaching:
- Simple structure: The CLEAR coaching model provides five stages that are easy to follow, helping both you and your client stay focused on the agenda.
- Builds trust early: Starting with contracting sets a clear tone of what to expect and builds a safe environment for clients to open up.
- Emphasizes active listening: The model can be used to understand your clients’ situations and feelings before moving to solutions.
- Balances reflection and action: By exploring beliefs and behaviors first, you’re achieving sustainable impact, not just quick fixes.
- Useful across coaching types: Whether you’re doing one-on-one coaching or group coaching, the model is flexible and can be personalized to suit your coaching sessions.
5 Limitations of the CLEAR model coaching
The CLEAR model provides a framework for facilitating sessions, but it won’t match all coaching situations. Play to its strengths, but also be mindful of the limitations it has:
- Risk of using it strictly: When followed mechanically, it won’t be as effective in facilitating meaningful coaching conversations.
- Not for managing performance: You can’t use this for bringing up issues or correcting behavior that needs to be addressed immediately.
- Possible linear progress: While the step-by-step guide is simple and easy to understand, some coaching situations need more fluidity.
- Dependent on strong communication skills: This approach is only as effective as your ability to facilitate, actively listen and ask powerful, open-ended questions. Without these, the model may fall flat.
- Less measurable outcomes: The model isn’t made to measure results, which some coaches prefer when tracking progress.
5 CLEAR Coaching Model Examples
Here are some practical scenarios that show how coaches use this model to help clients achieve real results:
Example 1: Executive coaching to improve leadership skills
As an executive coach, you work with a senior leader who struggles with team communication and engagement.
- Contracting: You and your client set the goal to improve team dynamics and build trust, agreeing to collaborate throughout the process.
- Listening: Through active listening, you learned that the leader is frustrated because their team doesn’t have a good relationship and morale.
- Exploring: You guide the leader to reflect on behaviors and underlying beliefs that are preventing open communication.
- Action: Together, you develop an action plan including regular team feedback sessions and leadership communication training.
- Review: After this initiative, the members trust their leader and team more, and are more willing to engage.
Example 2: Career coaching to improve performance
A software engineer struggles to meet deadlines and quality standards at work, causing stress and declining performance.
- Contracting: You and your coachee clarify the coaching purpose, which is to improve time management and task prioritization.
- Listening: You ask open-ended questions to understand the engineer’s challenges and the pressure they feel.
- Exploring: The engineer reflects on their habits (e.g., procrastination, not clarifying expectations from managers).
- Action: Together, you create a plan, outlining daily schedules and delegation of tasks.
- Review: You adjust strategies based on what’s working and what’s not. This leads to improved performance and feeling more relieved.
Example 3: Life coaching for career transition
As a life coach, you use the CLEAR model to help their client who’s worried about switching careers.
- Contracting: You and your coachee agree to explore passions and aim for a smooth career change.
- Listening: You create a safe space where the client shares their fears and aspirations in detail.
- Exploring: Together, you look at personal values, transferable skills, and limiting beliefs preventing the career move.
- Action: You outline the next steps, including networking, taking skill development courses, and setting interview targets.
- Review: Your client regularly review goals with you, celebrating milestones and making changes to the plan if needed.
Example 4: Team coaching to improve collaboration
A remote team in an international financial services firm is underperforming.
- Contracting: You and the team members agree on working together to improve their cohesion.
- Listening: Individual team members share frustrations and concerns about feeling disconnected.
- Exploring: The team explores their communication patterns and relationships with each other.
- Action: You help them develop a shared vision, messaging strategies, and relationship-building plans.
- Review: The team learns how to work as a unit, adjusting the way they communicate as they learn more about each other. As a result, their individual and overall performance improves.
Example 5: Leadership coaching to overcome imposter syndrome
A newly promoted senior executive faces self-doubt even if they’re well-respected in the organization.
- Contracting: You help them set the goal of building confidence and leadership presence.
- Listening: You carefully listen to the executive’s fears and inner critic.
- Exploring: They examine the impact of imposter syndrome on the executive’s communication style and behavior.
- Action: You introduce mindset shifts and positive self-talk strategies.
- Review: Your client tracks progress and explores emotional responses. As the follow-up sessions continued, the executive became more open not just to the coach but also to their team.
Different Coaching Models
There are many coaching business models out there, each with its unique approach and strengths. Knowing these helps you select the right model depending on your client’s needs or your coaching style.
Some of the most popular coaching models include:
- GROW coaching model: Stands for Goal, Reality, Options and Will. Helps clients in setting goals and creating actionable plans.
- OSKAR coaching model: Consists of Outcome, Scaling, Know-how, Affirm and Action, and Review. Supports clients looking for actionable solutions and quick wins.
- STEPPA coaching model: Includes the phases Subject, Target, Emotion, Plan, Pace, and Adapt. Guides clients to align their goals with their values and become more emotionally aware and resilient.
- FUEL coaching model: Stands for Frame, Understand, Explore, and Lay out. Works in corporate coaching to develop employees and improve performance.
- STAR coaching model: Consists of Situation, Task, Action and Result. Ideal for giving feedback and creating practical plans for the future.
If you want to learn about more online business models, check out this guide.
GROW model vs CLEAR model
Both the GROW and the CLEAR coaching models give structure to your life coaching sessions. But they have different focuses and applications.
- GROW model: Best for goal-focused coaching where the client knows what they want to achieve. They just need help planning how. Typically used in life coaching and business coaching.
- CLEAR model: More effective when clients need to explore their situation deeply, especially when emotions or beliefs impact their progress. It relies on the foundation of trust and understanding before moving to actions.
When to use the CLEAR coaching model
The goal of coaching is to make positive changes in the lives of your clients. Consider using the CLEAR model to help you when:
- You want to create a safe and non-judgmental space so clients can explore their thoughts and feelings.
- You’re working with leaders or executives facing complex challenges that need both reflection and clear actions.
- You’re working with clients new to coaching who benefit from having a clear structure and stages.
- You want a flexible model that can be adapted across personal, professional, or team coaching.
- You want to achieve transformational change, not just tick-box goal achievement.
How to Use CLEAR Model Coaching
Using the CLEAR coaching model means taking your clients through the five stages every session. Let’s take a closer look at each step so you’re prepared to meet clients and transform them with every conversation.
1. Contracting
Set clear expectations and define the goals for the session or coaching relationship.
It’s important to ensure that you’re clear on what they want to achieve, how you will work together, and how success will be measured. Establishing this contract means you’re both on the same page from the start.
Ask questions like:
- What do you hope to get out of this session?
- How will we know if this coaching is successful?
- Are there any boundaries or rules you want to set?
2. Listening
Move to active listening. Let your client share their reality in a safe and supportive space.
Then, use open-ended and reflective questions to understand their thoughts, feelings, and challenges deeply.
During this phase, you can build trust and an emotional connection with your client.
Try questions like:
- Can you describe your current situation?
- How does this impact your personal life or career?
- What emotions are coming up for you right now?
3. Exploring
At this stage of the coaching process, help the coachee explore their situation further. Use probing questions to uncover beliefs, behaviors, and obstacles that may be holding them back.
Then, encourage them to see their challenges from new perspectives and connect them to their personal values.
Use catalytic questions like:
- What do you think is stopping you from reaching your goal?
- How does this situation align with what you truly value?
- What other perspectives could you consider?
4. Action
Work with your client to develop a practical action plan. Break down goals into specific steps with clear timelines.
Ask questions that help them take ownership and commit to change. Identify ways for them to stay accountable.
Questions to guide this include:
- What concrete steps will you take next?
- How will you hold yourself accountable?
- What challenges might come up and how could you handle them?
5. Review
End each session with a review of their progress. Reflect on their achievements, what worked, and what needs adjusting.
Celebrate successes to motivate your client. But also use feedback to refine future steps and keep momentum going.
Sample review prompts include:
- What progress have you made since our last session?
- What did you learn about yourself during this process?
- How shall we adjust the plan moving forward?
CLEAR Coaching Model Template
Having a CLEAR model template or cheat sheet can guide you during sessions, keeping each stage visible and making sure no step is missed.
Templates are a practical tool to streamline your workflow, making your coaching business more professional.
Here’s a CLEAR coaching model template that you can download and print, to keep on hand when you meet your clients:
CLEAR coaching model PDF
Complete the template below. Use the guide questions to have a production discussion with your client.
Clear Coaching Model Template
Client’s Name: __________________
I. Contracting
- Purpose of the session:
- Coach’s role:
- Client’s role:
- Desired outcomes:
II. Listening
- Can you tell me more about what’s been going on?
- How does this situation impact you personally or professionally?
- What are the key challenges or concerns you’re facing right now?
- How do you currently feel about your situation or challenge?
- What thoughts or emotions come up for you when you think about this?
- How would you describe your current mindset about this?
- What part of this situation feels most urgent or important to you?
III. Exploring
- What values or beliefs are guiding your actions or decisions in this situation?
- How do your current beliefs impact the way you see this challenge?
- What else could be influencing your behavior or choices here?
- How might different perspectives change your understanding of this situation?
- What patterns or recurring themes do you notice in this area of your life?
IV. Action
- Goal:
- Timeline:
- Action steps:
V. Review
- Progress since last session:
- Adjustment of plans (as needed):
- Next steps:
- Follow-up session schedule:
Your Path is Clear
CLEAR model coaching by Peter Hawkins gives you decisive steps to follow during your coaching sessions. With a defined structure, this model can help clients through reflection and planning.
This approach empowers them not just to achieve their goals but truly transform their beliefs and behavior. You don’t just jump into action. You give them space to process and realize things on their own.
Now imagine working anywhere in the world. Your own hours, your own rules. No need to chase after clients 24/7. That’s the dream for your coaching business.
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