Coaching models: Part 4
Understanding the AOR Model - A practical Guide
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Part 4 of 5: Continuing our series on powerful coaching frameworks, today we explore a model that adds emotional intelligence to the coaching toolkit. Have you missed any? Start here:
Ever notice how coaching models can start to blend together after a while? Yet each one still brings its own special flavor to the table. The AOR coaching model might not be the superstar of coaching frameworks, but it's definitely worth getting to know.
While different sources interpret AOR in various ways (Action-Oriented Relationship or Action, Observation, and Reflection, depending on who you ask), the core features remain consistent: being Action-Oriented, Objections-Observant, and Results-Focused.
What Makes the AOR Model Unique
At its heart, AOR strikes a nice balance between relationship-building and getting things done. It acknowledges that real change needs both thoughtful reflection and concrete action—something many of us coaches already know intuitively.
As the Coach Foundation puts it, this model "helps the client gain clarity about their situation and what they can do to improve it." Nothing revolutionary there, but sometimes the straightforward approaches are exactly what we need!
The AOR Process in Practice
Want to give AOR a try in your coaching sessions? Here's how it typically flows:
Establish the Connection - Start by creating that emotional safety zone we all know is crucial. Open-ended questions help clients explore where they're at while you build rapport. Nothing fancy—just good old-fashioned trust-building.
Observe & Reflect - Tune into both what's said and unsaid. When you reflect back what you're hearing and seeing, you're not just showing you understand—you're helping both of you gain deeper awareness. This part feels familiar, right?
Outcome & Action Plan - Here's where AOR puts its own spin on things: action comes early and often. Work together to set achievable goals and create specific next steps. The magic happens when insights transform into actual movement forward.
Review and Reflect on Results - What meaning and learning is the client experiencing? Check in regularly, adjust as needed, and don't forget to celebrate wins along the way! This keeps momentum going and builds confidence in the process.
Getting Started with AOR
If you're curious about weaving AOR into your coaching toolkit:
Take an honest look at your current coaching style—where might AOR complement what you're already doing?
Develop your own personalized version that feels authentic to you
Start small by incorporating elements into your existing sessions
10 Action-Oriented Coaching Questions
The AOR model hinges on the notion of asking directly for and about action as a central point to the process. There are many ways to ask for action, here are some of our tried-and-true ways to get into the heart of an action conversation.
These questions are designed to move clients from insight to action while maintaining the supportive relationship essential to effective coaching. Each question naturally propels the conversation toward tangible steps and meaningful change. Try one, or all, of them over the next few coaching sessions, and see where they lead the exploration.
The Bridge Question: "Based on what we've discussed, what's one step you could take today or tomorrow that would move you closer to your goal?"
This question bridges reflection and action, inviting immediate commitment while keeping the focus manageable.
The Priority Clarifier: "Among all the options we've explored, which one would create the most significant positive impact if you acted on it first?"
This helps clients cut through overwhelm by identifying high-leverage actions rather than trying to do everything at once.
The Obstacle Navigator: "What potential obstacle might get in your way? What specific strategy could you use to overcome it?"
This question acknowledges reality while building problem-solving muscle and preventing common action blockers.
The Accountability Designer: "Is there some, or do you need some, kind of accountability wrapped around this?”
This invites clients to design their own accountability systems while reinforcing the coaching partnership.
The Resource Activator: "What resources (people, tools, skills, your coach) do you already have that could help you successfully take this action?"
This reminds clients of their existing strengths and resources, building confidence for forward movement.
The Timeline Establisher: "By when specifically, do you want to complete this action, and what makes that timeline both challenging and realistic?"
This creates urgency and commitment while ensuring the timeframe is attainable.
The Commitment Strengthener: "On a scale of 1-10, how committed are you to taking this action? What would raise that number by one point?"
This assesses genuine commitment and addresses any lingering hesitation before moving forward.
The Success Visualizer: "How will you determine or measure this action has been successful?"
This creates clear success criteria and helps clients recognize progress when it happens.
The Learning Extractor: "What's one lesson you could apply from a previous success to help you take this action effectively?"
This taps into the client's existing wisdom and successful experiences to strengthen their approach.
The First-Step Focuser: "What's the very first micro-step you'll take, and specifically when will you take it?"
This breaks down potentially overwhelming actions into tiny, manageable first steps with a clear timeline.
What makes these questions distinctly action-oriented is their focus on forward movement rather than just exploration. They respect the importance of reflection while consistently moving the conversation toward concrete steps and commitment.
At lastly...
I'll be honest—AOR isn't reinventing the coaching wheel. There's nothing particularly groundbreaking here that experienced coaches haven't seen before in some form.
But sometimes we don't need groundbreaking—we need practical, structured approaches that simply work. If you're looking for a straightforward framework to guide your sessions, especially when clients need that extra push toward action, AOR might be just the ticket.
After all, the best coaching model is the one that helps your particular client move forward, isn't it?
