Carl Roger’s is the founder of “Person-Centred Counselling.” I studied his work many years ago during my training in person-centred counselling. I did not think I would use his facilitation model in my coaching practice. I never imagined creating my coaching models or owning a leadership coaching company, but here I am.
Carl Roger’s was one of the founders of the humanist movement (or client-centred approach). Roger’s widely advocates this approach because, at its core, it enables a coach to understand not only the human aspect of relationships but also the personalities of the individuals within those relationships.
The person-centred approach is a unique way of enabling individuals to shift within their learning process. This shift was from the traditional authority of a teacher telling you what to do, i.e., giving you information and instructing you on how to pass a test, to individuals finding solutions by understanding their unique learning styles. This became known as a facilitation model, a process that helps individuals arrive at solutions to their learning objectives.
At the core of person-centred coaching are five principles:
- A coach can only facilitate another’s learning” (Roger’s, 1951). This outcome is directly from his personality theory, which states that everyone exists in a constantly changing world of experience in which they are at the centre. Each coachee reacts and responds based on perception, projection, and individual life experiences. (Hutchinson 2019).
- When individuals are actively involved in their own development, growth becomes meaningful, and lasting change takes root at the very core of who they are. (Hutchinson, 2019).
- Coaching offers an experience that, when truly embraced, can shift how individuals see themselves. It invites coachees to explore new perspectives and reflect on their openness to different ideas. Nurturing this open-mindedness with care is key to building a learning culture where growth can flourish. (Hutchinson, 2019).
- The structure of self appears to become more rigid under threats and to relax its boundaries when completely free from threat (Roger’s, 1951). If coachees believe concepts are being forced upon them, they might become uncomfortable and fearful. A tone of threat in the coaching relationship creates a barrier; therefore, an open and friendly environment in which trust is developed is essential. (Hutchinson, 2019).
- Coaching thrives as a mutual learning experience. When the coach remains open to learning from the coachee, a deeper and more effective partnership is formed. Through observation, feedback, and support, the coach helps the coachee connect with their inner wisdom, and both individuals evolve throughout the process. (Hutchinson, 2019).
Carl Rogers also identified three elements that he considered essential for effective facilitation: congruence, empathy, and responsibility. My understanding of these main characteristics and elements:
- Congruence – being open and honest with a sense of genuineness and trustworthiness.
- Empathy – the capacity to understand or feel what another person is experiencing from within their frame of reference, i.e. walking in their shoes.
- Responsibility – by showing unconditional positive regard, coachees accept and take responsibility for themselves.
Carl Rogers’ belief that he cannot teach anyone anything but instead provides an environment conducive to effective learning is the guiding principle of his theory.
Using facilitation as a coaching style is not just about showing up in the coaching session; it’s about being genuine and present. It’s also about making the coaching process easier for the coachee. To use this approach, you need to have a strong sense of self and shift from being the controller or teacher to becoming a facilitator. There are no half measures when working in this way; therefore, it is essential to examine the behaviours and skills of facilitation and take the necessary steps to become a good facilitator.
My understanding of these main behaviours and elements is, to be honest with yourself and not hold back from expressing who you are and showing your true feelings. Acknowledge and embrace differences, and be open and curious about who other people are. Accept individuals and situations as they unfold and coach with empathy by creating an environment of nonjudgmental, positive regard.
The coaching environment plays a vital role in fostering meaningful engagement with your coachees. To support this, I developed the 5E’s Model of Learning—a practical framework designed to enhance the coaching experience and deepen learning in your practice.
Introducing the 5E’s Model of Learning – The 5E’s Model of Learning is a structured yet flexible approach designed to support transformational coaching. It guides both coach and coachee through a journey of reflection, discovery, and action. Each stage—Enviroment, Engage, Explore, Enhance and Evaluate—encourages depth of thinking, emotional connection, and meaningful progress. This Model can be used to shape individual coaching sessions or longer-term developmental pathways, ensuring that learning is not only understood but embodied.
The 5e’s Model of Learning: A Coaching Framework by Eileen Hutchinson. The 5e’s Model provides a clear, structured pathway for personal and professional growth. Each step is designed to deepen reflection, encourage authenticity, and elevate the coachee’s development journey.
Step 1: Environment – Create a safe, supportive space where the coachee feels psychologically secure. This foundation allows them to examine situations from fresh perspectives and begin seeing possibilities beyond current limitations.
Step 2: Engage – Establish connection and trust through meaningful dialogue. By applying coaching techniques and tools, you’ll help the coachee gain insight and clarity, enabling them to define purposeful, aligned goals.
Step 3: Explore – Guide the coachee inward. Encourage them to notice how specific questions resonate emotionally and mentally. This stage nurtures self-awareness and helps them respond with authenticity.
Step 4: Enhance – Support interpersonal development by expanding the coachee’s mindset. As they shift self-perception and reframe limiting beliefs, they begin to write a new, empowered personal narrative—one rooted in their true self.
Step 5: Elevate – Facilitate transformational change by helping the coachee release self-limiting patterns. This stage fosters breakthroughs, enabling them to move toward self-actualisation and operate at a higher level of awareness and capability.
My coaching specialises in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages.
I work with senior management teams, individuals, independents, & other coach’s on executive, interpersonal or business coaching. Please view my coaching and leadership packages or for more information please contact me or visit my training academy website below.
www.ehleadershipcoachingacademy.com