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Coaching Models: Co-Active Coaching Model

The Co-Active Coaching Model is a groundbreaking type of coaching that shifts traditional dynamics between coach and coaches, allowing for a more equal relationship.

Generally, this model is based on five core principles: creating trust and intimacy with the client, pushing clients out of their comfort zone through transformative challenges, honoring the client’s inherent wisdom to find answers to key questions, and being mutually respectful and open in communications. 

Coaching Models: Co-Active Coaching Model Co-Active Coaching Model

Through these foundations, Co-Active coaches create a safe space where coaches can explore and discover new solutions to their challenges while gaining clarity of thought and action. This highly collaborative form of coaching helps individuals recognize their true potential which is often sidelined by personal insecurities or challenging circumstances. 

What is the Co-Active Coaching Model

The Co-Active coaching model is a creative and collaborative approach to life-changing work created by Laura, Karen and Henry Kimsey House and Phillip Sandahl. This model builds on the idea that coaches, clients, and their environments are equal partners in the process of transformation. It emphasizes connection, mutual empowerment, and respect for the values, emotions, and beliefs of both the client and the coach. 


The Co-Active coaching model is a creative and collaborative approach to life-changing work. This model builds on the idea that coaches, clients, and their environments are equal partners in the process of transformation. It emphasizes connection, mutual empowerment, and respect for the values, emotions, and beliefs of both the client and the coach. 

Co-Active coaching focuses on self-discovery, developing awareness, and finding one’s answers rather than applying prescriptive techniques or advice from a coach. With this model, coaches provide a different level of support by listening actively through sensitive communication techniques like understanding body language, showing acceptance of others, and validating feelings which help to develop relationships with people effectively.

Benefits of Employing the Co-Active Coaching Model

Co-Active coaching is a holistic coaching model that focuses on the whole person in their environment and has become increasingly popular in today’s world. The benefits of utilizing the Co-Active coaching model include increased self-awareness and understanding, active collaboration to create meaningful solutions, and improved communication techniques. 

The Co-Active coaching model has been incredibly successful in the development of modern businesses. It emphasizes mentorship, positive collaboration, and meaningful conversation between the coach and the client or team. 

Some of the primary benefits of employing this model include an enhanced understanding of self-identity, improved communication through listening comprehension and effective feedback, sustained long-term growth, greater cohesiveness amongst teams, and increased efficiency in problem-solving. 

This method emphasizes active listening and encourages clients to take ownership of their own experiences, allowing them to address root causes instead of just dealing with surface-level problems. It is also a nonjudgmental approach that respects each individual’s unique perspective. 

By using this kind of model, coaches can help foster meaningful conversations between clients and coaches that promote change rather than just providing directions or suggestions. Ultimately, the Co-Active coaching model helps individuals recognize what they need to work towards achieving personal growth and success.

How to use the Co-Active coaching model to help your employees or clients achieve their goals

A Co-Active coaching model is an effective tool for helping employees and clients reach their goals. A Co-Active coach works collaboratively with her client, building on their existing skills and focusing on the future to create specific steps that will lead to success. This involves having a conversation that explores new perspectives, unpacks core beliefs, and provides guidance to generate insight and understanding. 

Both the client and coach share responsibility and establish accountability to ensure progress is made toward desired outcomes. With this approach, employees or clients will gain clarity on objectives, increase self-awareness, develop workable strategies and motivate themselves to obtain fulfilling results. Those looking to help others reach their potential should certainly consider implementing the Co-Active coaching model in their work.

Key Steps involved in using the Co-Active Coaching Model

The Co-Active coaching model is an effective way of transforming one’s life and achieving goals. This coaching model involves five key steps that create a solid training framework for productive results:

(1) Clarifying the structure of the coaching relationship

(2) Creating a safe and trusting environment

(3) Sharing power to develop autonomy

(4) Balancing support with challenges to create positive change and 

(5) Providing evaluation and feedback. 

Together, these steps help individuals gain clarity on how they want their life to be and provide support so that they can make all the necessary changes to reach this goal.  The Co-Active coaching model offers clients the opportunity to acquire valuable insights into their lives–insights that equip them with an understanding of how they can lead a better, more fulfilled life.

Useful Tips for using the Co-Active Coaching Model

Co-Active coaching is an effective model for improving performance in business settings. To make the most of this model, it’s important to take advantage of the interpersonal dynamics it offers. Encouraging collaboration between coaches and clients by establishing a unified front can create an environment that promotes mutual growth and respect, which can sharpen focus on workplace goals and increase productivity. 

Utilizing the Co-Active coaching model in a business setting requires focus, dedication, and the ability to navigate client needs. Implementing such a model can be extremely effective for making a lasting change if done correctly. An effective Co-Active coaching process should start with an exploration of the client’s desired outcomes and their motivation to achieve them. 

Furthermore, asking powerful questions and active listening is key to providing insightful feedback that allows for further understanding. Incorporating powerful conversations and dialogues is important for getting a better aspect of where the coachee is coming from. 

Most importantly, ensuring trust between the coach and coachee is essential for constructive development that is mutually beneficial. Additionally, using a whole-person approach that takes into account both the physical and emotional sides of a person’s professional development helps to create well-rounded growth opportunities for staff. 

Finally, offering frequent feedback and recognizing achievements and successes can cultivate an atmosphere of empowerment where everyone is working together towards positive outcomes.  By investing in these techniques, business professionals can benefit from Co-Active coaching’s potential for success.

Challenges faced when implementing the Co-Active Coaching Model

Implementing the Co-Active coaching model poses a significant challenge as it requires practitioners to fully understand its principles and use them in their practice. It also involves learning new skills such as crafting powerful questions, developing trust-based relationships, and helping clients create and meet goals. 

These challenges can be overcome by expanding your knowledge and understanding of this model through researching existing resources, engaging in formal and informal education on Co-Active coaching, and attending professional training courses. 

Additionally, cultivating self-awareness is essential for practicing Co-Active coaching – integrating mindfulness into your practice can increase self-awareness, which is necessary for understanding your client’s needs and providing appropriate support. Taking the time to acknowledge how you feel and how others do too can help you be a better coach. 

Implementing the Co-Active coaching model can be a daunting task, especially when first starting. A key challenge you will face is fostering an environment of trust between yourself and your clients. If they do not feel comfortable or supported, then it will be difficult or impossible to reach the desired coaching objectives. 

To create an atmosphere of mutual respect, you should take time to ensure that all participants are mindful during each session and listen to one another. Additionally, addressing any miscommunications promptly can help ensure the relationship remains genuine and transparent. 

Making time for regular check-ins during sessions to evaluate the progress made and review client goals will also help ensure the successful implementation of the Co-Active coaching model. With these strategies in place, implementing the Co-Active coaching model should not be too challenging if trust is established as well as open communication throughout every step of the process.

Potential Drawbacks to using the Co-Active Coaching Model

The Co-Active model of coaching is an immensely effective way of achieving positive outcomes when applied to organizational and individual dynamics. However, there are potential drawbacks associated with its use for team coordination or cultivating particular skill sets in clients/employees. 

Firstly, this style of coaching requires significant investment from participants concerning their time and energy; it may not always be feasible given an organization’s operational constraints. Additionally, the generally exploratory nature of the methodology necessitates a degree of vulnerability on behalf of both coaches and those they are coaching. 

If that vulnerability isn’t adequately addressed by both parties, the bond between them may become fractured and disrupt progress. Finally, the interpersonal dynamics that co-active coaches seek to cultivate require strong soft skills such as active listening on the part of everyone involved – if employees lack these skills, motivations may deteriorate quickly.

Therefore while this approach has great potential if properly utilized, organizations should carefully weigh its advantages against these possible drawbacks before incorporating it into their objectives or management strategies.


The Co-Active Coaching Model is one of the key tools for coaches in helping individuals achieve their goals and reach their full potential. It addresses the core human need for self-actualization by emphasizing active listening and questioning, honest feedback, and goal setting.

By enabling individuals to explore within themselves and discover answers on their own, it encourages personal growth and development that can lead to positive life changes. Overall, this coaching model is based on a trusting partnership between coach and client that promotes self-discovery and empowerment of the individual.

Do give a read to our previous blog on coaching models!

Frequently asked questions

What is a coaching model?

A coaching model is a set of tools and strategies used by coaches to help individuals or teams reach their specific goals. A typical coaching model consists of five distinct phases, each with its purpose. These include initial assessment, defining objectives, developing action plans, implementing the plans, and evaluating progress. Coaches use these five phases to assess the individual or team’s strengths and weaknesses so they can develop and implement an effective plan that leads to success. 

How to give effective feedback alongside the Co-Active coaching model and how it can help your business grow?

As a businessperson, you understand how important effective feedback is to improve critical working relationships and increase productivity. The Co-Active coaching model can be an excellent guidepost for delivering effective feedback, helping to hone your skills as a leader, and promoting productive discourse. This model has four aspects: Connecting, Exploring Awareness, Creating Possibilities, and Generating Action. By following the Co-Active methods when providing feedback within your organization, you bring clarity to ambiguous situations while avoiding defensiveness by co-creating solutions with those involved. 

What are the 3 best coaching models for life coaches all managers need to know and use?

Coaching models are essential tools for life coaches, as they help to guide their clients towards positive change. All managers should have the knowledge and skill to use at least three coaching models effectively, except peer coaching. One such model is Solution-Focused Coaching; this approach focuses on generating feasible solutions to present problems while recognizing client strengths and resources. 
Then there is Results Coaching, typically used when a specific outcome or goal needs to be achieved and which facilitates lasting change through a deep exploration of beliefs, stories, and habits. Action Learning Coaching is another great model that encourages clients to propound their solutions through two-way dialogue and collaborative approaches between coach and coachee. 
When used responsibly, these powerful coaching models can help create amazing shifts in people’s lives – and that’s why all managers need to understand their nuances and benefits.

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