ACC model as a tool to increase efficiency in business

From coaching to ACC model

What is coaching? We have read much about it and tested many techniques. It has been a while and we have learned a lot but there are still many challenges ahead of us.

Coaching is certainly a process, there is no doubt about it. In this process, the client (often referred to as a coachee, an interlocutor, a protégé) precisely defines both important, ambitious and realistic goal set in time and a result he/she wants to achieve at the end of this process.

You are probably wondering why coaching is a process. Because it is a systematic series of actions that over time lead toward a particular result. During this process, the client/organization each time goes through all phases thereof. The process requires certain skills on the part of both the coach and the client. For instance, what makes a good coach is his/her ability to establish relationships, listen with curiosity, build confidence and awareness, ask open ended questions for a more proactive dialogue, work with extreme emotions and pose challenges.

Good coach should also be courageous and capable of entering into effective partnership with the client. In order to establish partnership during the process, both the coach and the client are equal. Let us use a metaphor for better explanation: a coach meets with a client in the playground and they both sit on the ends of the seesaw, facing each other. The weight of their competence is the same, the seesaw is balanced. This equality gives a sense of partnership. There are no relationships on the seesaw, just competence.

Coaching is often compared to a journey. First, the client maps out a route he/she wants to follow as well as specific and precise destination point he/she would like to get to. At the beginning of the process, the role of the coach is to verify the destination the client wants to reach.

We also check whether our support is really needed. If we decide we will be useful to the client, we participate in the preparations to his/her journey. For us, the process begins when the destination point is set. We assists the client with packing, therefore we know what he/she may take with him/her and what needs to be top up before the client sets off. There are stops during the journey; we call them “sessions”. Each session with the client, just like the process itself, has its goal and result. During each session we verify the client’s achievements, facts, environment, reality, and possible risks we may encounter. Then we stock up on provisions and keep going. If after three sessions the client decides to continue the journey on his/her own, our role is to go back home.

The ACC model is based on such a vision of coaching. After more than 10 years of experience in business, we chose our core values and developed a model we use when working with our clients.

What makes people get involved? What makes then achieve spectacular results? What makes them strive for more?

A” in ACC stands for (i) partnership-based Authority and (ii) Authenticity, meaning helping the clients focus on finding their authentic voice, and then using it to develop their skills in order to address competence gaps, which is necessary to maintain authority. Business environment is constantly changing, thus causing competence gaps occur.

C” stands for (i) Competence, meaning development and challenges, (ii) “Client”, an involved individual with ambitious goals, ready to face challenges and become stronger, and (iii) “Clear”, as coaching rules are clear, simple and transparent.

All the ACC values are equally important to achieve superior results. The question is: is it possible?

Yes, it is possible, and at all levels of management.

Think about the ACC-based business you run as an owner, president, manager, supervisor, or foreman.

Imagine you run a company where rules are clear and simple, where each employee acts within the scope of his/her responsibilities, follows the organization’s policies and procedures and modifies them with you when necessary. Such employees are authorities, because they constantly develop themselves and improve their skills and knowledge to be most useful to the company. They are not afraid, because they know their competence and value, they want to grow, set trends and contribute to the development of your company. You are an authority as well as you master your skills, look for solutions, and deploy new technologies.

COMPETENCE is the key: only people who are aware of their abilities will help your organization become goal-oriented and client-centred, based on partnership and simple rules.

An organization based on the ACC values is in fact based on competence, not connections.

What do you think about it?

If you want to achieve spectacular results, join us in the journey.

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