Two Coaching Models – Teaching Stories

Logical Levels

A common model used in NLP, life coaching, and business coaching is Robert Dilt’s Logical Levels, also called by several other names such as Neuro-Logical levels. In this model, a person is asked to view their goals, issues and actions at a number of levels. These are described briefly below with some questions that can be asked to elicit that particular level.

Environment

This is the lowest level and includes our workplace, our homes, and our neighbourhoods. It can also refer to the interaction environments of a relationship, for example a husband and wife, or a boss and employee.
Think of the situation where you have this issue. What do you see around you? Who is there?

Behaviours

What are you doing in that situation?

Capabilities

What could you be doing in that situation? Are there other behaviours that you are capable of that could produce a more useful result?

Beliefs and Values

What do you believe about that situation? What is important to you about that situation? How would the situation have to be completely resolved so that you felt good about it?

Identity

Who are you in that situation?
Dilts suggests taking a step forward for each level to provide a series of kinesthetic anchors. Above the Identity level, it may also be useful to step into the Spirit level asking a question like What is beyond you or bigger than you that you want to contribute to through this situation?

Circles

Another model used in coaching that is very similar to the Logical Levels is based on the idea of a series of concentric circles spreading out from a person. Below, I have used a formulation of this model presented by Steve G. Jones. This model is generally used by the coach to apply to herself, so the center of all the circles can be considered to be the coach herself.

Inner Circle: Self-Awareness

The inner circle corresponds to Dilts’ idea of Identity and perhaps includes some of the Spirit level. In this circle, the coach becomes aware of her own identity, becoming centered in her own body and identity so that she can have the resources to help another person.

2nd Circle: Needs, Values, and Beliefs

This corresponds directly to Dilts’ level of Beliefs and Values. The coach moves outward from the core identity and recognizes the beliefs and values that she is bringing to a coaching situation. While the coach may not agree with all the client’s beliefs and values, an assessment of her own beliefs and values will better allow her to keep in mind that the map is not the territory and that different beliefs and values may be equally valid.

3rd Circle: Exploring options and taking action

This combines the Capabilities and Behaviours levels of Dilts’ model. In this circle, the coach considers the options available to coach a client towards fulfilling his goals and begins to take actions to move the client forward. This combination of two levels does perhaps have the disadvantage of over-equating capabilities and behaviours and overlooking other possible alternatives which may be available.

4th Circle: Empowering Questions

The 4th circle is the outer circle of this model of coaching and expands as necessary. The use of questions rather than advice, critique, or other words is interesting since it reminds us that the onus for change is ultimately on the client rather than the coach. The coach is the one who can help the client to reach greater self-awareness and to recognize his resources, but it is the client who must respond to the empowering questions with actions that will allow him to achieve his goals.