Coaching with Emotion and Intention: Applying the STEPPPA Model in Local Government
- truthaboutlocalgov
- 6 days ago
- 5 min read
In the world of local government, leadership is about more than managing services—it’s about empowering people. As public sector challenges become increasingly complex, coaching emerges as a vital skill for leaders who want to support their teams, foster resilience, and drive meaningful change. One powerful coaching framework that speaks directly to the emotional and practical dimensions of leadership is Angus McLeod’s STEPPPA model.
This blog explores the STEPPPA model, summarises its key components, and offers practical insights into how local government officers can apply it to become more effective, emotionally intelligent coaches.
What is the STEPPPA Model?
Developed by Dr Angus McLeod, the STEPPPA model is a structured coaching framework that places emotion at the heart of goal-setting and action planning. Unlike many coaching models that focus solely on logic and outcomes, STEPPPA recognises that emotions are the most powerful motivators—and de-motivators—of human behaviour.
“Where one is going to use a model, then it should have adequate regard to emotions as the most powerful of human traits to empower or demotivate.” – Angus McLeod
The acronym STEPPPA stands for:
S – Subject
T – Target
E – Emotion
P – Perception
P – Plan
P – Pace
A – Action (or Amend)
Let’s explore each stage and how it can be applied in a local government context.
1. Subject: Defining the Focus
The coaching journey begins with identifying the subject—the issue, challenge, or opportunity the coachee wants to explore. This sets the tone and direction for the conversation.
In a local government setting, subjects might include:
Managing a difficult stakeholder relationship.
Preparing for a leadership role.
Improving team communication.
Coaching Tip: Ask open-ended questions like:
“What would you like to focus on today?”
“Is there a challenge you’ve been thinking about recently?”
This stage ensures the coaching is relevant and coachee-led.
2. Target: Setting the Goal
Once the subject is clear, the next step is to define the target—a specific, measurable goal the coachee wants to achieve. This is where SMART goal-setting (Specific, Measurable, Achievable, Relevant, Time-bound) can be useful.
“Often the coachee shares a goal that they’re having difficulty motivating themselves to achieve.”
For example, a local government officer might set a target such as:
“I want to delegate more effectively so I can focus on strategic planning.”
Coaching Tip: Help the coachee clarify:
“What would success look like?”
“When do you want to achieve this by?”
3. Emotion: Tapping into Motivation
This is where STEPPPA stands out. McLeod places emotion at the centre of the model, recognising that feelings drive behaviour. A goal without emotional investment is unlikely to succeed.
“Emotion is at the heart of motivation and de-motivation.” – Angus McLeod
In local government, where staff may face burnout, frustration, or low morale, acknowledging emotion is essential. A coachee might feel anxious about change or excited about a new opportunity.
Coaching Tip: Explore emotional drivers with questions like:
“How do you feel about this goal?”
“What excites or worries you about achieving it?”
“On a scale of 1–10, how motivated are you to pursue this?”
This stage helps uncover hidden barriers or sources of energy.
4. Perception: Broadening Awareness
The perception stage invites the coachee to reflect on how they see the situation—and how that perception might be helping or hindering progress. It’s about gaining perspective.
In a local government context, this might involve:
Challenging assumptions about team dynamics.
Reframing a conflict as an opportunity for growth.
Recognising systemic constraints and personal agency.
Coaching Tip: Ask:
“What have you already tried?”
“How do others see this situation?”
“What might you be missing?”
This stage encourages critical thinking and opens up new possibilities.
5. Plan: Designing the Way Forward
With clarity on goals, emotions, and perceptions, the next step is to create a plan. This involves identifying specific actions the coachee can take to move forward.
“The STEPPPA Model includes a process that helps to achieve motivated plans and successful targets.”
For example, a team leader might plan to:
Schedule weekly check-ins with staff.
Attend a leadership development workshop.
Delegate one task per week to a team member.
Coaching Tip: Collaboratively explore:
“What steps will help you reach your goal?”
“What resources or support do you need?”
6. Pace: Setting the Rhythm
Pace refers to the timing and sequencing of actions. It’s about ensuring the plan is realistic and sustainable. In the public sector, where workloads are high and change is constant, this step is crucial.
Coaching Tip: Ask:
“What’s a realistic timeline for these actions?”
“How will you maintain momentum without burning out?”
This helps the coachee avoid overwhelm and stay on track.
7. Action (or Amend): Taking the Leap
The final step is action—putting the plan into motion. Alternatively, if circumstances change, the plan may need to be amended. Flexibility is key.
In local government, this might mean:
Piloting a new approach to team meetings.
Adjusting a strategy based on stakeholder feedback.
Revisiting goals in light of policy changes.
Coaching Tip: Encourage accountability by asking:
“What’s the first step you’ll take?”
“When will you do it?”
“How will you review your progress?”
Why STEPPPA Works for Local Government Leaders
The STEPPPA model is particularly well-suited to the public sector for several reasons:
1. It Values Emotion
Public service is deeply human work. By acknowledging emotion, STEPPPA helps leaders connect with their teams on a deeper level.
2. It Encourages Reflection
The model promotes thoughtful, intentional coaching—essential in a sector where decisions affect real lives.
3. It Supports Change
Whether navigating restructuring, policy shifts, or community needs, STEPPPA provides a structured yet flexible approach to change.
4. It Builds Resilience
By helping staff understand their motivations and perceptions, the model fosters self-awareness and adaptability.
Becoming a STEPPPA-Inspired Coach
For local government officers looking to develop as coaches, here are some steps to integrate the STEPPPA model into your practice:
Learn the Model: Familiarise yourself with each stage and its purpose.
Practise Active Listening: Create space for emotion and reflection.
Use Coaching Questions: Tailor your questions to each stage of the model.
Reflect on Your Own Emotions: Self-awareness is key to coaching others effectively.
Adapt to Context: Use the model flexibly, based on the needs of your team and organisation.
Conclusion: Coaching with Heart and Structure
Angus McLeod’s STEPPPA model offers a powerful blend of emotional intelligence and practical structure. For local government leaders, it provides a roadmap for coaching that is both compassionate and results-driven.
By focusing on subject, target, emotion, perception, plan, pace, and action, leaders can support their teams in navigating challenges, achieving goals, and growing with purpose.
“The STEPPPA Model includes emotion overtly, together with a process that helps to achieve motivated plans and successful targets.” – Angus McLeod
In a sector where people are the greatest asset, coaching with heart is not just a leadership skill—it’s a public service imperative.
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