Implicit Explicit Formal Informal Coaching Model

One way of viewing when and how you coach is to consider the implicit explicit formal informal coaching model. Once you understand this model you can start to see what great opportunities there are to help people, beyond the formal one to one coaching session.

Coaching can be categorized as either formal or informal, and at the same time explicit or implicit which gives you four combinations: explicit and formal, explicit and informal, implicit and formal and implicit and informal and below you can see examples of each.

Explicit and Formal
In this case there is an understanding between you and your coachee that coaching is taking place and since it has been formalized it is likely that a date and time has been set for it to take place. The coachee should have a degree of awareness of the coaching process and its purpose. Examples of this could be a one to one coaching session with a professional coach or a manager who sees their role as one of coach in the workplace. It could also include a formal team coaching session.

Explicit and Informal
Here again there is an understanding between you and the other person they are receiving coaching but may be an ‘on the spur of the moment’ session. Someone may be talking to you about an issue they have and you respond ‘so would it help if we have a short coaching session to help you sort a way forward?’

Implicit and Formal
There are a number of occasions in the workplace setting where you may have formal meetings, e.g. performance reviews/appraisals or a board meeting, where adopting a coaching style can really help to get the best from those involved, whilst the label of coaching is not put on it.

For example, in a performance review, whilst you may set the non-negotiables around what has to be achieved there may be scope for you to get commitment from and empowerment from others by allowing them to come up with the ‘how’ through asking some simple questions.

Implicit and Informal
You may help a friend, family member or colleague by using your listening and questioning skills without them knowing you are coaching. Providing a positive affirmation, a reflective question or just listening without judgment are all powerful aspects of coaching that can help people without them realizing these are part and parcel of coaching.

See Also:-

Should You Carry Out Informal Implicit Coaching?
Coaching Articles
Coaching Models
Coaching Skills

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