The coaching approach is based on the Centre of Creative Leadership’s Coaching Model, ie the A-C-S Coaching Model. Huat Chye is equally familiar with the GROW Coaching Model which is widely used by Coach globally.

Coaching session is supported by tools such as SBI (Situation-Behaviors-Impact ) & 3Fs feedback tools, 360 Competency Feedback, Picture Story Writing – Thematic Apperception Test (PSW), Leadership Style Questionnaire (LSQ), OCS (Climate created by Coachee at work ) and the Johari Window Model. Various NLP Coaching tools and techniques are also applied during the coaching process.

For most new coaches, typically a set of instrumentation are done to collect data on Personal Motive/Values, Work Competencies, Leadership styles, Climate. Such data will be used during the initial sessions to explore significant gap areas where the senior management staff may need coaching, guidance and further development.

For 360 Stake-holders Management, Key Stake-holders Analysis (KSA) is also done by Coachees to better understand the dynamic and politics of their working relationship. Areas of development will later be documented in the Individual Development Plan (IDP Form - for subsequent coaching reference & tracking). Based on IDP, Coachees will zoom-in to one or two key goals that need to be work-on through-out the entire Coaching Relationship or Cycle.