Coaching Models: Part 2
Exploring the OSKAR Model
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Welcome back to our series on the always debated, frequently clamored for, coaching models! In Part 1, we delved into the classic GROW model. We explored the difference between methods and skills and how GROW supports coaches in helping clients clarify goals and create actionable plans. If you haven’t yet read Part 1, we encourage you to pop back and review it for an in-depth exploration of this classic model.
In this second installment, we turn our focus to the OSKAR model. Have you heard of it? I’ll admit, we hadn’t. It’s a solution-focused, strengths-based framework that helps clients identify what’s working, harness their resources, and take positive steps forward. As we’ll see, OSKAR is particularly effective for fostering motivation and building confidence, making it a solid addition to any coach’s toolkit.
The OSKAR Model: A Quick Overview
The OSKAR model consists of five basic, yet effective, steps:
Outcome – Define the desired goal or outcome.
Scaling – Assess the current situation and progress on a 1-10 scale .
Know-How and Resources – Identify the client’s existing strengths, skills, and strategies that can support their success.
Affirm and Action – Acknowledge progress and commit to specific actions to move forward.
Review – Reflect on achievements, progress, and lessons learned in subsequent sessions.
This framework is deeply connected to Solution-Focused Brief Therapy (SFBT) and was adapted for coaching in the early 2000s by Mark McKergow and Paul Z. Jackson. Its focus on developing quick solutions instead of exploring problems offers a liberating alternative to more traditional models, especially in performance and goal-oriented coaching scenarios.
OSKAR in Practice
Example: Enhancing Confidence Before a Presentation
A client approaches coaching with concerns about delivering a presentation early next week.
Outcome: The coach begins by asking, “What would success with this presentation look like for you?” The client describes feeling calm, speaking clearly, and getting positive feedback from the audience. Everyone likes uplifting feedback, right?!
Scaling: The coach asks, “On a scale of 1 to 10, how prepared do you feel at this point?” The client responds with a 5, noting that they’ve already created their slides but feel nervous about presenting. Their dark fears creep in, and they imagine rocks and tomatoes being hurled on stage.
Know-How and Resources: The coach guides the client to reflect on past successes with public speaking, uncovering known and tested strategies like rehearsing with a trusted friend, and/or practicing deep breathing.
Affirm and Action: The coach affirms the client’s preparation efforts, insights, and willingness to share. The coach also helps them commit to specific actions such as rehearsing twice this week and visualizing success each morning. Get the details!
Review: In a follow-up session, the coach and client review the presentation experience, celebrating the client’s learning and effort while identifying lessons for future opportunities.
Strengths of the OSKAR Model
Solution-Oriented: By focusing on what’s working and what’s possible, OSKAR builds momentum and fosters a positive, forward-thinking mindset in clients.
Strengths-Based: The model encourages clients to reflect on their existing resources and past successes, potentially boosting confidence and self-efficacy.
Practical and Efficient: With its clear structure and emphasis on actionable steps, OSKAR is ideal for busy professionals or short-term coaching engagements. It’s similar to the GROW model in this sense.
Scalability: The scaling and review components make the model well-suited for both individual and group coaching contexts.
Criticisms of OSKAR
While the OSKAR model has simplistic strengths, it’s not without limitations:
Limited Problem Exploration: OSKAR’s focus on solutions may leave little room for clients to process deeper emotions or explore the root causes of challenges. This can lead to more work on symptoms than on sources.
Not Ideal for Complex Issues (Maybe?): The model’s emphasis on quick wins may not suit some clients dealing with long-term, complex challenges or ingrained habits.
Dependence on the Client’s Awareness: The model assumes that clients have clarity on their goals or at least some self-awareness, which isn’t always the case.
Final Thoughts
The OSKAR model offers a practical, strengths-based framework for guiding coaching conversations. For leaders and coaches, OSKAR can be valuable in helping develop self-awareness and confidence through several surface-level accomplishments and positive experiences.
If you’re a coach or someone interested in coaching, the OSKAR model provides a clear and empowering structure for achieving positive outcomes.
Stay tuned for Part 3 of our series, where we’ll explore another interesting take on coaching models. And if you haven’t already, don’t forget to revisit Part 1 for a deep dive into the GROW model! We like it when we get those little hearts and restacks… 🙂
