To give myself enough time to respond to your questions and comments, I'll go over the first three of the five coaching models. Most of us have heard of the GROW model, which stands for Goal, Reality, Options, and Will. 9 times out of 10, when someone asks me how to be a good coach, I say it's about knowing these four things well. The TTM model is short for Theory of Constraints. It's used by management consultants and industrial psychologists to help companies improve their operating efficiency. The basic idea behind this model is that if you remove obstacles from employees' work paths, they will take those opportunities instead. The TRANSFORM model was developed by James O'Connor back in 1998. It's aimed at helping organizations improve their customer experience by changing how they do business. The LAST model was invented by David Lavenda. It's based on an idea called "the end justifies the means." (For more information on this topic, see John Stuart Mill's On Liberty or any classic book on ethics.) According to this theory, nothing should hold us back from achieving our goals because tools can be found to make everything possible. These are just some of the most popular coaching models. There are many others that have been developed over time by people who have had success helping their clients achieve their goals.