Basic Concepts of Effectiveness Coaching

Sukjae Lee Ph.D.

Creator of the Effectiveness Coaching Methodology

2025. 11. 20

 

<Definition and Differentiation of Effectiveness Coaching>
Using Google Jemini, I've compiled three research questions and responses to explore the "Basic Concepts of Effectiveness Coaching" in detail. I've clearly defined and distinguished the differences between the two concepts: Effectiveness Coaching and Coaching Effectiveness.

 

<효과성 코칭의 정의와 차별점>

Google Jemini를 사용해 'Basic Concepts of Effectiveness Coaching'을 상세하게 탐색하는 3가지 탐구 질문과 응답을 정리했습니다. Effectiveness Coaching과 Coaching Effectiveness, 두 개념 차이를 명확하게 정의하고 구분했습니다.

 

 

Q 1: What is effectiveness coaching? Clarify the concept.

 

That's an excellent question that requires a subtle distinction:

There is a difference between the general concept of "effective coaching" and the specific, branded methodology called "Effectiveness Coaching."

1. "Effectiveness Coaching" (Specific Methodology)

The specific, trademarked methodology and model known as "Effectiveness Coaching" was created by Dr. Sukjae Lee, a business psychologist, and his colleagues in South Korea.

• Founder: Dr. Sukjae Lee (also referred to as Dr. Seokjae Lee).
• Origin: Developed around 2014, often integrating various evidence-based frameworks, positive psychology, and behavioral science to maximize a client's "effectiveness" and achieve measurable results.
• Key Model: This methodology often incorporates Dr. Lee's own ABC Framework and the 3S-FORM Model for sustainable behavioral change.
• Pursuing Effectiveness: Effectiveness coaching is a collaborative partnership that increases the possibility of obtaining the desired result by using the motivation to construct the life of the coaching target, the demand and potential for change, and self-awareness about it as an energy source for change.

2. "Effective Coaching" (General Concept and Models)

The general concept of achieving effectiveness in coaching, which you asked about previously, is built upon decades of work by various pioneering figures in the coaching field.

The most famous model associated with driving effectiveness is the GROW Model, which was co-developed and popularized by:

• Sir John Whitmore (principal figure, popularized the model in his book Coaching for Performance).
• Graham Alexander
• Alan Fine

The GROW model (Goal, Reality, Options, Will) is the foundational structure for countless coaching methodologies worldwide because it is an inherently effective, goal-oriented framework.

In summary, if you are referring to the specific named methodology:

The Effectiveness Coaching Methodology was created by Dr. Sukjae Lee.

If you are referring to the general principles and widely used models for achieving effective coaching:

Key figures include Sir John Whitmore (and colleagues Graham Alexander and Alan Fine) who popularized the GROW Model.

Which of these—Dr. Sukjae Lee's specific methodology or the principles of the GROW model—would you like to know more about?

 

 

Q 2: Let me know about Effectiveness Coaching Methodology in detail. Who create it?

 

 

The Effectiveness Coaching Methodology (ECM) is a specific, structured, and goal-oriented approach to coaching, primarily developed by business psychologist Dr. Sukjae Lee (S. Lee, 2014).

It is based on the core assumption that "people seek effectiveness to increase the possibility of achieving their desired results in life." The methodology focuses on maximizing the client's capacity to achieve measurable outcomes by integrating internal psychological change with systematic behavioral modification.

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🎯 Key Characteristics and Models

The methodology is characterized by its Integrated Approach and its unique, structured models designed for deep, lasting behavioral change.

1. Integrated Approach (ELA, TEA, OEA)

Effectiveness Coaching views individual, team, and organizational success not as separate issues, but as an interconnected system. The goal is to maximize overall organizational effectiveness by diagnosing and developing effectiveness at each level:

• Effectiveness Leadership Assessment (ELA): Focuses on individual effectiveness and leadership.
• Team Effectiveness Assessment (TEA): Focuses on team dynamics and performance.
• Organizational Effectiveness Assessment (OEA): Focuses on the system and culture.

2. The 3S-FORM Model for Behavioral Change

This model is central to the methodology, providing a framework for creating and sustaining behavioral change. It synergizes the coach's external structure with the coachee's internal work.

Component	Focus	Description
3S (Internal Drivers)	Cognitive Activities (Coachee's Role)	These are the internal, self-directed processes the coachee must activate for lasting change:
	Self-awareness	Understanding one's own strengths, values, and emotional triggers.
	Self-talk	Managing internal dialogue to maintain motivation and a positive mindset.
	Self-reflection	Learning from experience and assessing the cause-and-effect of behaviors.
FORM (External Structure)	Coaching Process (Coach's Role)	This is the systematic, goal-oriented process used in the coaching sessions:
	F (Feedback)	Collaboratively exploring areas for improvement or new endeavors in the coachee's current situation
	O (Opportunity)	Helping the coachee find new perspectives on a problem and have opportunities to tentatively instill a challenging spirit through cognitive reframing
	R (Reframe)	Helpiing the coachee successuly make perspective change and take risks to move forward. Facilitating the setting of concrete action plans and execution toward a goal
	M (Move forward)	Evaluating the results of actions and progress, and providing feedback to gain deep insights

[Figure 1] 3S-FORM for creating Behavioral Change

 3. ABC Framework (Antecedent-Behavior-Consequence)

Drawing on principles of behavioral science, this framework helps the coachee understand the cause-and-effect of their actions to intentionally modify behavior:

• Antecedent (Trigger): What event, thought, or person triggers a specific behavior? (need for change; 변화 요구)
• Behavior: The action or reaction itself. (critical behavior; 결정적 행동)
• Consequence (Result): The outcome or result that follows the behavior, which either reinforces or discourages its repetition. (effective results; 원하는 결과)

By mapping the ABCs, the coach helps the coachee identify negative cycles and shift the antecedent or behavior to achieve a desired consequence (called "Effective Results"). It is a unique way of achieving effectiveness.

[Figure 2] Effectiveness Coaching Model

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⭐ Effectiveness Coaching Principles

While structured models are used, the process is underpinned by core principles similar to other effective coaching styles:

• Goal-Oriented: Every session and action is tied directly to a clear, measurable goal that increases the coachee's "effectiveness."
• Collaborative Partnership: The coach acts as a supportive expert and a thinking partner, with the coachee holding the ownership and responsibility for the change.
• Leveraging Motivation: The process seeks to utilize the coachee's inherent motivation and potential as the primary energy for change.
• Use of Diagnostics: The methodology often incorporates online assessment tools (ELA, TEA, OEA) to objectively measure effectiveness factors and track progress, ensuring a data-driven approach.

The Effectiveness Coaching Methodology (ECM) is a client-centric, outcome-oriented approach designed to support individuals in achieving their goals, creating sustainable behavioral change, and fostering self-awareness. It often integrates evidence-based frameworks and techniques from fields like behavioral science and positive psychology.

The methodology focuses on measurable results and a structured process, often following cyclical models that move the coachee from their current reality to a desired future.

 

✨ Benefits of Effectiveness Coaching

Implementing an effective coaching methodology yields significant benefits for both the individual and the organization:

• Increased Self-Confidence: Coachees gain assurance as they realize their ability to solve problems and achieve goals.
• Improved Performance and Productivity: By clarifying goals and focusing on specific actions, individuals become more efficient and effective in their roles.
• Enhanced Communication Skills: The coaching process often hones skills in active listening and clear articulation.
• Greater Accountability: Clear goal setting and follow-up steps ensure the individual takes greater responsibility for their progress.
• Sustainable Behavioral Change: Focusing on self-awareness and implementing tailored actions leads to changes in habits and thought processes that last beyond the coaching engagement.

The ECM also employs an Integrated Approach, viewing individual, team, and organizational effectiveness as an interconnected system, often using diagnostic tools to measure and track progress at each level.

 

 

References

 

Lee, Sukjae (2006). Develop 18 Core Leadership Competencies. Seoul: Kim & Kim Books.

Lee, Sukjae (2014). Effectiveness Coaching by a Business Psychologist. Seoul: Kim & Kim Books.

Lee, Sukjae (2019). Thought Revolution That Changes My Life. Seoul: Wildbooks.

Lee, Sukjae (2020). Coaching Methodology. Seoul: Korea Coaching Supervision.

Lee, Sukjae (2020). How to Use a Wandering Mind. Seoul: Plan B Design.

Lee, Sukjae (2023). Field-Focused Coaching Psychology. Seoul: Hakjisa.

Lee, Sukjae (2024). Coaching Psychology Class for Boosting Execution. Seoul: Hakjisa.

Lee, Sukjae (2024). Thinking Partner. Gyeonggi: Moa Books.

Lee, Sukjae & Lee, Jongseo (2025). Perspective Shift. Seoul: Parkyoungstory.

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Q 3: Would you elaborate on some specific coaching models, such as GROW? 

 

 🛠️ Common Coaching Frameworks and Models

Coaching effectiveness is often realized through structured frameworks, or "models," which provide a step-by-step roadmap for a coaching session or an entire engagement.

1. The GROW Model

 

The GROW Model, developed by Sir John Whitmore and colleagues in the late 1980s, is a structured framework that guides a coachee from their current situation to their desired future, fostering accountability and self-discovery. One of the most widely used and straightforward models, GROW provides a structure for goal setting and problem-solving: The GROW model is highly effective because it follows a natural problem-solving cycle and relies on powerful questions to guide the coachee's thinking rather than advising.

• Goal: Clarifying what the coachee wants to achieve. (What is the specific, measurable outcome?)
• Reality: Exploring the current situation. (What is happening now? What have you already tried?)
• Options: Brainstorming possible strategies and courses of action. (What could you do? What resources do you have?)
• Will (or Way Forward): Committing to specific actions. (What specific steps will you take, and when?)

2. The OSKAR Model

This is a solution-focused methodology that emphasizes building on existing strengths and successes: The OSKAR Model is a solution-focused coaching model, which is highly beneficial when a coachee is feeling stuck or overwhelmed by a problem. It emphasizes building on existing know-how and successes.

• Outcome: Defining the desired result for the session or overall goal.
• Scaling: Using a scale (e.g., 1 to 10) to measure the current situation and the desired outcome, making progress trackable.
• Know-How: Identifying the coachee's existing skills, knowledge, and resources that can be leveraged.
• Affirm & Action: Affirming the coachee's strengths and defining the concrete actions they will take.
• Review: Reflecting on progress since the last session and planning the next steps.

3. The CLEAR Model

A cyclical model focused on building rapport and facilitating transformation: The CLEAR Model, developed by Peter Hawkins, is more cyclical and focuses on establishing rapport and emotional exploration before moving to action. It is often favored in organizational and leadership coaching.

• Contracting: Defining the session's agenda, goals, and boundaries.
• Listening: The coach actively and non-judgmentally listens to the coachee's perspectives and concerns.
• Exploring: Asking powerful questions to help the coachee examine assumptions and explore underlying beliefs.
• Action: Planning the specific tasks and objectives the coachee will implement.
• Review: Reflecting on the completed actions, reviewing progress, and acknowledging successes for continuous improvement.

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🔑 Key Principles of Effective Coaching

Regardless of the specific model used, effective coaching methodologies share core principles that guide the interaction and development:

• Goal Alignment and Clarity: Establishing clear, measurable, and achievable goals that align with the coachee's core values and desired outcomes.
• Self-Awareness: Encouraging the coachee to reflect on their strengths, weaknesses, motivations, and current behaviors to foster a deeper understanding of themselves.
• Safe and Supportive Environment: Cultivating a relationship based on trust, empathy, and active listening, where the coachee feels safe to explore challenges and take risks without fear of judgment.
• Responsibility and Accountability: Placing the ownership of the process and the action steps squarely with the coachee, while the coach provides structure and accountability.
• Solution Focus: Shifting the conversation and energy away from dwelling on problems toward generating potential solutions and building on existing know-how and strengths.
• Action-Oriented: Translating insights and reflections into concrete, timely, and specific actions to ensure progress and sustainable change.

 

These three models—ECM (3S-FORM), GROW, and OSKAR—provide coaches with distinct yet systematic frameworks to facilitate self-discovery, goal achievement, and sustainable change.