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How sure are you that you are Coaching your team rather than strongly encouraging them to do things your way? Check out Myles Downey’s spectrum of Coaching and see where you fit. Now ask your team where you fit. Read on if you need some tools to help you coach.


Coaching at the first level requires nothing more than great questioning and listening skills.  Need some advice on that? Keep an eye out for next months blog that takes us back to basics on questioning and listening skills. We gave you some models including the GROW model and the Perceptual Positions Model in our June Newsletter. Here are two more models for you to try to allow you to continue to grow your coaching skills (excuse the pun).  

Well-Formed Outcomes

A well-formed outcome is a term originating in neuro-linguistic programming for an outcome one wishes to achieve, that meets certain conditions designed to avoid unintended costs or consequences and resistance to achieving the goal. We use the following list of questions as our toolbox. This also works in group settings, silent coaching and as a tool for people to work through on their own. Let us know how you get on trying it out.

  • What do you want or would rather have?
  • Where are you now?
  • Where do you want to be?
  • Is your goal stated in the positive?
  • Is the context clearly defined?
  • Where/when/how will you achieve it?
  • How will you evidence you have achieved it?
  • What will you see, hear, feel, smell, touch?
  • What resources do you need to acquire?
  • Will the outcome fit with all aspects of your life – your work, family, friends?
  • What is the real purpose?
  • What is the first action you are going to take to achieve it?


Developed by Robert Dilts and Todd Epstein we like this tool as it is one of the few that we use that doesn’t actually look at the goal until the third step as it focusses on the symptoms and causes that we are experiencing first. We would love to hear your thoughts on how this one worked for you. Here is the SCORE model: -

Symptoms - These are the immediate signs that tell you there is a problem:

Questions to ask

  • What’s not working?
  • What do you want to change?
  • What are you telling yourself, what do you feel?

Causes - The conditions which give rise to the symptoms, the intentions behind the behaviours giving rise to problems or current constraints:

Questions to ask

  • What are the underlying causes?
  • What’s stopping you from fixing this?
  • Who or what is benefiting from not fixing this?

Outcomes - The desired result or goal, where you want to get to:

  • What do you want instead of the problem?
  • Where do you want to get to?

Resources - Qualities, capabilities, support that help resolve the problem

Questions to ask: -

  • Have you faced a problem like this before?
  • how did you solve it?
  • What skills/money/equipment /contact do you have that will help you to solve your problem?

Effects - The longer term, higher level results of the outcome:

Questions to ask: -

  • What will it do for you/your team/your organisation for you to achieve this goal?
  • How will reaching your outcome change things?
  • What will you learn from it?


Need more help with this? Why not book a coaching session with us or book our coaching programme for your organisation? Contact Adele@neishconsultancy for more information.

Published 2nd October 2018

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