The FUEL model is a structured coaching framework designed to facilitate focused, forward-moving conversations. It was developed by John Zenger and Kathleen Stinnett in The Extraordinary Coach (2010).
What is the FUEL Coaching Model and why it is important?
The FUEL coaching model is a powerful and practical tool for guiding effective coaching conversations. Developed by John Zenger and Kathleen Stinnett, the model is designed to help leaders, coaches, and HR professionals support the growth and performance of others through structured dialogue.
One of the main strengths of the FUEL model is its simplicity and flexibility. It offers a clear four-step process—Frame the conversation, Understand the current state, Explore the desired state, and Lay out the success plan—that can be applied in a variety of coaching settings, from quick check-ins to deep developmental discussions.
What makes the FUEL model particularly valuable is its ability to balance structure with curiosity. It helps coaches stay focused and goal-oriented, while still allowing space for deep reflection, emotional insight, and personal ownership. Each stage of the model invites meaningful exploration, enabling the coachee to clarify their thinking, access their strengths, and commit to purposeful action.
Whether you’re a professional coach or a leader using coaching as a development tool, the FUEL model provides a reliable roadmap for helping others move from insight to impact.
Here is an image of the model:
What does the acronyms stand for and how can it be used?
The acronym FUEL stands for:
F – Frame the Conversation
The purpose here is to create a clear, respectful, and focused beginning to the coaching session.
Objectives: Establish trust and intent; clarify what the conversation is about; set expectations.
Example Questions:
– What would you like to focus on today?
– What outcome are you hoping for from this conversation?
– How would you like us to use our time?
U – Understand the Current State
This stage involves exploring the client’s present situation to gain a fuller perspective.
Objectives: Uncover relevant facts, challenges, and context; avoid assumptions; identify patterns.
Example Questions:
– What is happening right now?
– What have you tried so far?
– What obstacles are you facing?
– How do you feel about the situation?
E – Explore the Desired State
Now, the coach helps the client define a compelling future or successful outcome.
Objectives: Clarify the vision of success; connect the goal to values or purpose; identify benefits of reaching the goal.
Example Questions:
– What would success look like?
– How would things be different if this were resolved?
– What impact would that have on you or others?
– Why is this important to you?
L – Lay Out the Success Plan
Turn insights into action. Develop a plan with specific steps and accountability.
Objectives: Identify options and resources; create a realistic action plan; clarify accountability and follow-up.
Example Questions:
– What are the next steps?
– What might get in your way, and how will you address it?
– Who can support you?
– When will you take the first step?
Tips for practical use in everyday life
The FUEL coaching model is not only a structured framework—it’s a flexible mindset that can be integrated into everyday conversations. For coaches and leaders alike, using FUEL in daily life starts with thinking of it less as a rigid method and more as a guiding flow. You don’t need to follow each step strictly in order; instead, let the four stages—Frame, Understand, Explore, and Lay out—serve as a mental compass that keeps your conversations purposeful and forward-moving.
A great way to begin is by applying FUEL to short, informal conversations. You might be talking to a colleague in the hallway, checking in during a team meeting, or having a quick virtual catch-up. Even in 10–15 minutes, you can use the FUEL structure to create meaningful, focused dialogue. Start by framing the conversation clearly—ask what the person wants to focus on and what outcome they hope to achieve. This only takes a minute or two but can save a lot of time and confusion later.
Throughout the conversation, focus on asking open-ended, curious questions rather than offering solutions. Let the other person think out loud while you guide the structure. Avoid jumping ahead to action too quickly; explore their situation and aspirations deeply before co-creating a plan.
Not every conversation needs equal time in all four stages. Some people may need to spend more time clarifying their current situation, while others are ready to jump into exploring solutions. Be flexible. The FUEL model is not about checking boxes—it’s about moving the person from awareness to action in a way that feels natural and empowering.
To support your use of FUEL, consider creating a small prompt card or digital note with 2–3 key questions for each stage. This can act as a quiet reminder during sessions, especially if you’re new to the model. After each coaching conversation, take a moment to reflect: Did the conversation have flow? Did I support ownership and clarity? What might I try differently next time?
The more you use FUEL, the more instinctive it becomes. Over time, you’ll find yourself naturally structuring conversations around these stages—whether you’re supporting a team member, helping a peer think through a challenge, or facilitating a formal coaching session. FUEL isn’t just a model—it becomes a habit of intentional, empowering conversation.