FUEL Coaching Framework

While the GROW framework is useful in certain goal-centric business needs, FUEL is a more adaptable conversation framework designed to achieve behavioral outcomes, challenge assumptions, and strengthen the relationship between coach and coachee.

Frame the Conversation
Understand the Current State
Explore the Desired State
Layout a successful plan

As you can see this sounds very similar to the GROW framework, so let’s explore these steps more deeply.

Frame the Conversation

In this step, a safe atmosphere is created in which the coach and coachee can outline the purpose, process, and expected outcomes of the conversation – it’s context and focus. This process can also be used for delivering directing or reinforcing feedback, development plans, and performance appraisals. So in this stage, it can go beyond just goal setting.

    • Identify the behavior or issue to discuss.
      • I’d like to talk about this issue . . . [if the coach initiates the conversation]
      • What is the most important thing for us to focus on? [if the coachee initiates the conversation]
    • Determine the purpose or outcomes of the conversation.
      • By the end of the conversation, I would like to accomplish . . .
      • What else would you like to make sure that we address?
    • Agree on the process for the conversation
      • Here’s how I thought we could proceed . . .
      • How does that sound?

Understand the Current State

In this step, we challenge the assumptions of both coach and coachee to reveal any underlying [patterns or beliefs that may drive the coachee’s behavior and get in the way of results. (Empowering questions quite useful here.) The coachee gains awareness of themselves and the present state.

    • Understand the coachee’s point of view.
      • How do you see this situation?
      • What is happening?
      • What is working well?
      • What makes this challenging?
      • How might you have contributed to this situation?
      • How might others see this situation?
    • Determine the consequences of continuing on the current path.
      • What impact is this having on you? On others?
      • What are the consequences if the situation does not change?
      • How does this influence your goals and what you are trying to accomplish?
      • What are the long-term implications?
    • Offer your perspective.
      • Could I share some observations I made?
      • Could I offer some other consequences to consider?

Explore the Desired State

In this step, we create a vision of success from the coachee’s perspective. Once the current state has been explored and uncovered, it provides a framework for the coach to facilitate the coachee to consider their desired state.

    • Understand the vision for success.
      • What would you like to see happen here?
      • What would your ideal state look like?
    • Set goals and performance expectations.
      • What are your goals? What would you like to accomplish?
      • Here’s how I see it . . .
    • Explore alternative paths of action.
      • What might be some approaches you can take?
      • What else might work?
      • Could I offer a couple of thoughts? You might want to consider . . .
    • Explore possible barriers.
      • What are the major barriers preventing this change from happening?
      • Where would the biggest resistance to this change come from?

Layout a successful plan

Finally, as in the GROW model, we recognize the importance of arriving at a plan, identifying roadblocks, and articulating the future desired state.

    • Develop and agree on an action plan and timeliness.
      • What specific actions will help you achieve your goal?
      • What will your first step be?
      • Who can help hold you accountable?
      • How long will you stay focused on your goals and plans?
    • Enlist support from others.
      • Who can support you in moving forward?
      • How can I support you?
    • Set milestones for follow-up and accountability.
      • Let’s review the plan.
      • When should we touch base on this again?

Example applications for FUEL

  1. Providing tough performance feedback
  2. Helping you team-member assess continuous learning and development by asking about what is working and what is not.
  3. Specific skill development
  4. Career planning conversation
  5. Solving a performance issue that’s related to a relationship or a task problem.