12 Styles of Coaching to Support Individual Growth

When it comes to personal or professional growth, one size rarely fits all. Whether you're managing a team, supporting someone through a life change, or improving performance in sport or business, choosing the right style of coaching can make all the difference. Whatever your motivation, understanding coaching styles helps build stronger, more supportive relationships and drives real progress.

In this guide, we will explore various coaching approaches that cater to a diverse range of personalities, situations, and goals. You’ll learn how to identify the most suitable method for your needs and apply it in a practical and effective manner.

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A coaching style refers to the way a coach interacts with and supports someone they’re helping, whether that’s in a professional setting, on the sports field, or in a personal development space. It involves a blend of tone, technique, communication, leadership, and behaviour.

The definition of a coaching style is the consistent approach a coach uses to guide, motivate, challenge, and support someone. Just as no two people are the same, coaching shouldn’t be either. That’s why understanding different coaching styles is so important.

Coaching isn’t a one-size-fits-all process; different people respond to different methods, and the most effective coaches know how to adapt. Below are 12 coaching styles designed to suit individual needs, personalities, and goals.

Also known as the controlling coaching style, the autocratic coaching style is highly structured. Here, the coach makes the majority of the decisions and expects the client to follow their lead closely. This approach is common in high-performance environments, such as elite sports or the military.

Best for: People who need clear instruction, tight timelines, or those in early training stages where confidence is low.

Example: A swimming coach preparing an athlete for the Olympics may use this style to ensure discipline and consistent routine.

In contrast, this style invites the client into the process. It’s about working together to set goals, solve problems, and evaluate outcomes. The coach still leads, but in partnership with the person they’re supporting.

Best for: People who are motivated by autonomy and value being part of decision-making. Often used in management coaching styles where collaboration is key.

Example: A manager helping an employee plan their career development might ask open questions and co-create a strategy.

A laissez-faire coaching style is a more relaxed, hands-off approach. The coach gives the client full control, stepping in only when needed. It relies heavily on the person's motivation, knowledge, and initiative.

Best for: Highly skilled or independent people who thrive with minimal direction.

Example: A business mentor offering occasional guidance while the entrepreneur leads their own path.

The holistic coaching style focuses on the client’s emotional, physical, spiritual, and mental wellbeing, not just performance or goals. It’s rooted in the belief that everything is connected, and lasting change happens when the whole person is supported.

Best for: Those looking for personal transformation, balance, or deeper self-awareness.

Example: A life coach helping a client manage stress, improve relationships, and find purpose all at once.

A modern form of coaching, mindfulness coaching combines coaching techniques with mindfulness practices. It helps people stay present, reduce stress, and make conscious choices in line with their values.

Best for: Those dealing with anxiety, decision-making struggles, or seeking more intentional living.

Example: A wellbeing coach teaching breathing techniques alongside life goal-setting.

This type of coaching style is focused on specific goals, skills, or outcomes. It’s popular in both sports coaching styles and corporate settings. The coach provides structured feedback and techniques to enhance performance.

Best for: Those aiming to hit targets, boost productivity, or win competitions.

Example: A sales coach working with a team to improve their pitch and close rates.

Unlike performance coaching, which focuses on doing more, transformational coaching focuses on being more. It helps the client shift mindsets, uncover limiting beliefs, and develop a stronger sense of identity and purpose.

Best for: People going through major life or career changes.

Example: A leadership coach supporting a new CEO in shifting from task-oriented management to people-focused leadership.

There’s no fixed method in situational coaching. Instead, the coach adapts their style to the context and client. It’s especially helpful for coaching leaders who need to manage people with different strengths and personalities.

Best for: Coaches working in diverse, changing environments.

Example: A school head adapting how they coach each teacher depending on their experience and teaching style.

Rooted in Gestalt psychology, this style focuses on the here and now. It helps people become more aware of their behaviours, emotions, and how they relate to others. This type of coaching encourages people to take ownership of their actions.

Best for: Those looking to improve self-awareness and relational patterns.

Example: A workplace coach helping a team member recognise how their communication style affects collaboration.

This model stands for Activating event, Belief, Consequence, Disputation, Effect, and Future focus. It’s often used in performance or behavioural coaching to help clients break negative thought patterns and replace them with helpful ones.

Best for: Those dealing with self-sabotage, low confidence, or high-pressure environments.

Example: A confidence coach guiding a client through public speaking anxiety using the ABCDEF method.

The GROW coaching model is one of the most widely used methods of coaching. It stands for Goal, Reality, Options, and Will (or Way Forward). This structured yet flexible framework helps the individual clarify what they want to achieve, understand their current situation, explore options, and commit to action. The coach acts as a guide, using questions to prompt thinking rather than giving direct advice.

Best for: People with clear goals who need help creating a step-by-step plan to achieve them.

Example: A career coach helping a client transition into a new industry by setting specific goals, assessing current skills, and outlining a plan of action.

Narrative coaching helps people understand and reshape the stories they tell about themselves. This coaching approach is grounded in the idea that our personal narratives influence how we think, feel, and act. By exploring these stories, the coach supports the client in reframing limiting beliefs and creating new, empowering perspectives. It’s a deeply reflective process that focuses on meaning and identity.

Best for: Those facing inner conflict, seeking clarity, or trying to move past limiting patterns from their past.

Example: A personal development coach helping a client reframe the belief that they’re “not good enough” by exploring past experiences and identifying new ways to view their strengths and potential.

You might be wondering how to determine your coaching style. Start by asking:

You can also reflect on what coaching experiences have worked well for you or others, and where your strengths lie. Understanding the different forms of coaching helps you adapt when needed.

Remember, you don’t have to stick to one style – the most effective coaches blend techniques depending on the moment.

Coaching focuses on helping people reach specific goals through guided questioning and structured support. Mentoring, on the other hand, is typically a longer-term relationship where a more experienced person offers advice, shares knowledge, and acts as a role model.

A coaching model provides a structured approach to the coaching process, guiding conversations, setting goals, and planning actions. The best model depends on your coaching style and what works best for your clients. Popular choices include GROW, CLEAR, and the ABCDEF model.

The 3 As stand for Awareness, Action, and Accountability. These principles encourage people to understand their current situation, take deliberate steps forward, and remain responsible for their own progress.

Democratic and situational coaching styles are often the most effective for team development. They promote collaboration, empower individuals, and adapt to various team dynamics and personalities.

The CLEAR model stands for Contracting, Listening, Exploring, Action, and Review. It’s a framework that helps coaches guide conversations in a structured yet flexible way, often used in organisational or business coaching settings.

Currently, life coaching, executive coaching, wellness coaching, and career coaching are among the most in-demand types. As people seek more fulfilment, balance, and direction in life and work, these coaching areas continue to grow.

Coaching may not be appropriate in situations where the client needs specialised mental health support, lacks readiness for change, or where direct instruction or formal training is required instead. It’s important to assess whether coaching is the right tool for the situation.

The laissez-faire style can be ineffective if the client lacks motivation, direction, or experience. In such cases, a more structured approach is usually better suited to building confidence and providing support.

If this has sparked your interest in becoming a coach or refining your skills, why not take the next step?

The Life Coaching Diploma Course at Centre of Excellence is the perfect place to start or grow your coaching journey. Discover how to support others with confidence, using a wide range of coaching tools tailored to each person. It’s currently available for the discounted price of £29.