FREESKILL v1.0UPDATED 2026-08

Coaching Models

Coaching Models prepares one GROW conversation, a development cycle, or a plan audit without scripting answers, coercing agreement, or disguising a formal process as coaching.

Developmental coaching helps a person clarify a goal, examine the current reality, generate options, and choose a commitment they can influence. The coach can ask, listen, challenge, and offer support. The coach cannot manufacture the coachee's perspective or present a preferred answer as self-discovery.

This playbook stays outside discipline, investigation, therapy, diagnosis, legal judgment, and employment decisions. A formal performance process must be named and routed to authorized humans instead of being softened or concealed as coaching.

A coaching question preserves meaningful choice. A disguised instruction does not.

SIGNALS YOU NEED THIS

The coach has a preferred solution and has already scripted the coachee's answer.

A development topic lacks a supplied incident, evidence baseline, owner, or review date.

A disciplinary warning or formal performance process is being relabeled as coaching.

REPLACES

Advice disguised as questions, coerced admissions, invented incidents, and formal processes hidden inside coaching language.

0 of 4 steps complete

STEP 01Confirm the developmental boundary

State the topic, desired session outcome, authority, time horizon, and supplied observations. Separate fact, coachee view, coach interpretation, and missing evidence. If the request is discipline, investigation, therapy, diagnosis, legal judgment, or an employment decision, stop and route it to the authorized process.

COACHEE IDENTIFIER
  C-21
DEVELOPMENT TOPIC
  Weekly prioritization
SUPPLIED REALITY
  Urgent requests displace planned work.
DESIRED SESSION OUTCOME
  Choose one planning change to test for two weeks.
BOUNDARY
  Developmental coaching only.

STEP 02Build the GROW question path

Select open questions for Goal, Reality, Options, and Way Forward. Ask one question at a time and follow the coachee's response. Do not write their answers, diagnose why the situation exists, demand an admission, or frame the coach's preferred option as a question.

GOAL
  What result would tell you the two-week test worked?
REALITY
  What happens when an urgent request arrives now?
OPTIONS
  What could you test without assuming the answer?
WAY FORWARD
  Which option will you choose, and when will you start?

COACHEE ANSWERS
  Not scripted.

STEP 03Design practice and feedback

For a coaching cycle, connect the development outcome to real practice assignments, evidence sources, feedback points, adjustment rules, owners, and dates. Begin with listening and clarification, then step back as the coachee takes ownership.

PRACTICE
  Apply the coachee-selected planning change for two weekly cycles.
OWNER
  C-21
START DATE
  Date needed
EVIDENCE
  Weekly plan supplied by C-21
FIRST CHECK-IN
  August 21
ADJUSTMENT RULE
  Coachee and coach review the supplied plan evidence and decide whether to continue or revise.

STEP 04Close on a chosen commitment

Record the action chosen by the coachee, owner, due date, completion evidence, feedback source, check-in date, and condition for revising the plan. Audit for coercion and for any formal process that should be handled separately by authorized humans.

CHOSEN ACTION
  To be selected by C-21 during the session.
OWNER
  C-21
DUE DATE
  Date needed
COMPLETION EVIDENCE
  Two supplied weekly plans
FEEDBACK POINT
  August 21
FORMAL PROCESS
  None requested. If required later, route separately to authorized humans.

Download the folder into your agent's skills directory. It uses only the material you provide and makes no remote calls.

skills/coaching-models

coaching-models/
├── SKILL.md                         ← session, cycle, and audit modes
├── meta.yaml                        ← version, sources, test prompts, changelog
├── LICENSE.md                       ← MIT
├── assets/
│   ├── coaching-session-prep.md     ← one GROW conversation
│   ├── coaching-cycle-plan.md       ← repeated practice and review
│   └── coaching-audit.md            ← boundary and plan audit
└── references/
    ├── grow-question-bank.md        ← GROW questions and selection rules
    └── coaching-cycle.md            ← five-stage development cycle

INVOKE IT LIKE THIS

"Prep a coaching conversation for this situation."

View source on GitHub Download ZIP v1.0

DESIGNED FORClaudeChatGPTCursorGemini

Pairs with

Playbooks that combine with this one. Each hands work to the next rather than repeating it.

Authorized discipline, health, legal, and employment processes stay separate.