Topic 5.5: The eFIRE Leadership Coaching Model

There are many coaching models/frameworks that help us in improving the quality of our conversations. QUT has developed a model that incorporates recent thinking about leadership in complex organisational contexts. We will explore this model together when we are in the workshop.

The eFIRE model (Abbott, 2017)^[1] is a simple, but not simplistic, framework to help Leaders and Managers have conversations and series of conversations that get beneath the surface of issues to ignite powerful change processes. Embedded in the model is the assumption that organisational life is not predictable and leadership requires agility and flexibility in order to be effective. eFIRE draws on multiple coaching, change and leadership models.

Characteristics of eFIRE

• Provides a conversational framework.
• A fractal model – i.e. individual sessions and phases will reflect the patterns and characteristics of the overall coaching or mentoring program.
• Designed to support coaching by Leaders and to encourage engagement beyond the routine of day-to-day management and task-achievement.
• Follows principles from complexity theory and complexity leadership.
• It exhibits and draws on the metaphor of complex adaptive systems.
• Incorporates how to coach and mentor in the ‘adaptive space’ to achieve bureaucratic efficiency while at the same time generating change for growth.
• A non-linear process – parties involved will move back and forth through the phases as new events and learning emerge.
• Energy sits in the centre of the model – coming from values and relationships.