New to coaching and looking for tools to adapt? You’re in the right place.
If you’re stepping into the world of coaching or looking to sharpen your skills, coaching business models are a good place to start. They’ll give you an outline to follow for coaching conversations.
One standout framework to explore is the OSKAR model coaching. It’s practical, actionable, and focused on driving effective outcomes.
This guide will help you get clear on what the OSKAR model is, why it matters, the steps involved, and how to use the OSKAR coaching model to scale your coaching practice.
Let’s dive into this solution-focused coaching model and explore how it can help you and your clients achieve their goals.
OSKAR Coaching Model Explained
Need a quick rundown of the OSKAR coaching model? Here’s some basic information:
- Best for: Coaches who want a simple, solution-focused framework
- Suited for: Life coaching, performance coaching and workplace coaching
- Founder: Mark McKergrow and Paul Z. Jackson
- Key stages: Outcome, Scaling, Know-how and Resources, Affirm and Action, Review
What Is the OSKAR Model?
The OSKAR model uses a solution-focused approach, built around asking powerful questions. Unlike other models that explore problems deeply, OSKAR quickly shifts focus from problems to solutions.
This model:
- Helps clients visualize their desired outcomes.
- Shows them the skills and resources they already have.
- Encourage them to take actionable steps and regularly reflect on their progress.
For me, this is a helpful model when you’re trying to understand the issue, look at the desired results, and find solutions to get there.
There will always be bumps in the road. It’s up to you to find ways to get past these challenges, and OSKAR presents a good framework to start.
5 Stages of the OSKAR coaching model
The OSKAR coaching model stands for Outcome, Scaling, Know-how and Resources, Affirm and Action and Review. Let’s break down the components of the OSKAR model:
- O – Outcome: What does success look like to your client? Define what they want to achieve using positive language.
- S – Scaling: On a scale of one to ten, ask your client to rate their current state. Use this system to track changes and motivate them to move up.
- K – Know-how and Resources: Explore what skills, knowledge, or support your client already has. Recognize their strengths and build their confidence.
- A – Affirm and Action: Validate them about what’s working well, then move to planning specific, actionable steps to move towards their goal.
- R – Review: Have regular check-ins to reflect on what’s working, what can be tweaked, and adjust the coaching plan accordingly.
Who developed the OSKAR coaching model?
The OSKAR coaching model was developed by Mark McKergow and Paul Z. Jackson during the early 2000s. Both are pioneers in the solution-focused coaching movement.
The model is an evolution of the OSCAR coaching model, adding the crucial “A” phase for affirmation. Using positive coaching dynamics, the Affirmation stage now gives space for clients to appreciate their strengths.
Since then, the OSKAR model has become popular, especially in the workplace and coaching engagements. It also aligns well with other frameworks like the GROW coaching model, which focuses on goal-setting.
OSKAR Coaching Model Pros and Cons
Before you jump into OSKAR model coaching, first understand its strengths and limits as a solution focused coaching model.
Here’s a list of pros and cons so you know when and how this coaching model is most effective:
Pros:
- Focuses on solutions, not problems: It shifts your client’s attention and uplifts them to think forward instead of being stuck in the present.
- Encourages collaboration: You’re building a supportive dynamic with clients where you work together to find the next steps.
- Clear structure: The five-stage linear structure is simple and easy to follow. Using it for coaching conversations makes sure you have direction and purpose.
- Measures progress: You can use the numbers from the Scaling stage to see actual progress.
- Builds confidence: When you explicitly acknowledge your client’s capabilities, they feel seen and are more likely to push forward.
- Supports long and short-term goals: OSKAR works for both quick, focused sessions and longer-term coaching journeys.
- Empowers clients: The model helps them realize that they have what they need to succeed. This encourages them to take ownership of their growth.
Cons:
- Overemphasis on positivity: When you focus too much on affirming clients, you might miss issues that have to be addressed.
- May feel too rigid: If you follow this too strictly, it can stall the natural flow of conversation. Some clients also prefer a more free-flowing discussion.
- Pushbacks on scaling: Clients may find it hard to give themselves a numerical rating. Just a number may also oversimplify everything they’re going through.
- Not for complex issues: This model isn’t designed for psychological and emotional challenges.
- Depends on client’s engagement: The effectiveness of the OSKAR model relies on your client’s openness and willingness. In cases where they’re not motivated, this model may fall short.
There are many more OSKAR model benefits. If you plan to get into high-ticket coaching, you can also showcase your know-how of coaching models to attract premium clients.
When to Use the OSKAR Coaching Model
Knowing the right time to apply the OSKAR coaching model is important if you want to be an effective coach. Consider the goal of coaching in different situations and the outcomes you want to achieve.
If used correctly, the OSKAR coaching model helps new coaches or those just starting their coaching business as a reliable tool during sessions.
It’s particularly useful when your client:
- Wants a clear and concise coaching process for moving forward.
- Needs affirmations to feel confident and motivated.
- Prefers to think of solutions rather than problems.
- Looks for tangible and measurable results.
- Wants to resolve workplace or performance issues.
How to Apply the OSKAR Model Coaching Method
Implement the OSKAR coaching model with ease. Here’s a guide to walk you through the steps of the OSKAR method:
- Set the outcomes: Help the coachee articulate what their desired outcomes are. Ask questions that make them visualize success.
- Use scaling: Ask your client to rate their current position to shape how they perceive their progress.
- Identify their know-how and resources: Strengthen their confidence by focusing on what is available.
- Affirm and plan action: Recognize past wins and strengths, then co-create a specific action plan with steps the client feels confident about.
- Review progress regularly: The last stage of the OSKAR coaching model is the review stage. Reflect on what worked and what didn’t since the last coaching session.
- Improve based on results: Adjust the plan to improve your strategies.
- Personalize: Include your own coaching questions to check in with the client and make sure everything’s covered.
OSKAR model coaching questions
Powerful coaching questions support clients in their self-discovery. Prompt them at every stage of the coaching conversation with these open-ended questions:
- Outcome: What would success look like for you? How will you know when you’ve reached your goal?
- Scaling: On a scale of 1 to 10, where do you feel you are now regarding this goal? How can we get you to a 10?
- Know-how and Resources: What skills or support do you already have that can help? Who else can assist you?
- Affirm and Action: What are you doing well now? What small step can you take next to move forward?
- Review: What progress have you made since our last session? What challenges did you face and how did you handle them?
OSKAR Coaching Model Examples
Here are examples of how the OSKAR coaching model is applied across coaching situations and industries:
Example 1: Boosting team morale and productivity
You work with a leading tech firm to address declining team morale and productivity.
- Outcome: You help the team define clear goals, like better collaboration and communication.
- Scaling: Team members rate the current state of their teamwork. They highlight areas that need to be improved.
- Know-how and Resources: Together, you and the team identify strengths in existing communication tools and individual skills.
- Affirm and Action: You acknowledge their progress and help the team create an action plan.
- Review: Together, you schedule regular reviews to adjust their plans and celebrate wins.
Example 2: Enhancing patient care quality
You work with a hospital network to improve teamwork and patient care.
- Outcome: The group aimed to have faster response times and better communication.
- Scaling: They assess the current workflow and performance of the staff.
- Know-how and Resources: Together, you tap into the staff’s existing expertise and available training programs.
- Affirm and Action: You recognize the staff’s strengths and uses new communication protocols to complement training.
- Review: You give regular feedback and adjustments to improve.
Example 3: Developing presentation skills
For one-on-one coaching, you help an employee overcome public speaking nerves.
- Outcome: Your coachee sets the goal of becoming confident when presenting in front of large groups.
- Scaling: They rate their confidence levels and identify the mental barriers they have.
- Know-how and Resources: Together, you and your client look back to past positive experiences and review the employee’s communication skills.
- Affirm and Action: You affirm the employee’s efforts and plans next steps, like attending workshops and practicing.
- Review: You both establish a follow-up routine and adjust as the employee’s confidence grows.
Example 4: Managing workload
As a career coach, you help an overwhelmed manager to feel more in control and less stressed.
- Outcome: The manager sets the targets of reducing stress and having a better work-life balance.
- Scaling: They rate their current stress levels and how effective their work habits are.
- Know-how and Resources: You and your coachee identify delegation and time management strategies that are already being used.
- Affirm and Action: You affirm the positive habits that the manager already has. Then they plan, set boundaries and prioritize tasks.
- Review: You both track the progress and refine plans if needed.
OSKAR Coaching Model Template
Having a reliable template is helpful for your life coaching sessions. Think of it as a roadmap that keeps you on track during discussions.
When you’re just starting your coaching business, this is one of the tools you need to prepare. If you want to create repeatable processes, having a template or checklist on hand is the way to go.
Print your own copy of the OSKAR coaching model and use it to guide conversations. Note down insights and guide clients as they reflect on their progress.
OSKAR coaching model PDF
Here’s a simple, printable OSKAR coaching model PDF template with all the elements of the OSKAR approach:
OSKAR Coaching Model Template
Client’s Name: ______________________
I. Outcome Stage
- Goal/s for this session:
- Measure of success:
II. Scaling Stage
- Rating of current state (1 – lowest, 10 – highest):
- What does a “10” look like?
III. Know-how and Resources Stage
- Your skills:
- Your resources:
- Support available to you:
IV. Affirm and Action Stage
- What’s working well so far?
- What actions will you take next?
V. Review Stage
- What progress have you made since last time?
- What needs adjusting or refining?
OSCAR Coaching Model Explained
The OSCAR model is the first version that OSKAR evolved from. It also has five stages, but lacks the important Affirmation stage in the improved model.
The OSCAR coaching framework is designed to help the clients have clear goals and workable solutions.
Let’s take a closer look at its five stages and compare it with the OSKAR process.
What is the OSCAR coaching method?
OSCAR and OSKAR start off pretty much the same. But OSCAR focuses more on understanding the context of the problem.
The OSCAR coaching model stands for these five stages:
- O – Outcome: Identify your client’s goals.
- S – Situation: Understand their current situation or challenge.
- C – Choices and Consequences: Explore possible options and what effects they’ll have.
- A – Actions: Decide on the next steps to take.
- R – Review: Reflect on progress and adjust as necessary.
OSCAR coaching model examples
Here’s how you can apply the OSCAR method in your day-to-day coaching:
- Help an employee build confidence to speak in public by understanding the context of their problem.
- Support a manager to reduce stress by guiding them to delegate tasks and set boundaries.
- Enhance an employee’s leadership skills by improving their communication skills and increasing motivation.
- Help an individual grow their career by breaking goals into small manageable steps.
OSCAR vs OSKAR coaching model
Let’s look at how the two models compare side-by-side. Doing this, you’ll be able to decide which framework suits your coaching style better.
| Feature | OSCAR Model | OSKAR Model |
| Focus | Client situation and possible choices | Client’s strengths and possible solutions |
| Stages | Outcome, Situation, Choices, Actions, Review | Outcome, Scaling, Know-how, Affirm and Action, Review |
| Objective | Exploring choices and consequences | Recognizing client strengths and scaling progress |
| Coaching style | Solution-focused | Solution-focused with positive coaching |
| Best for | Clients who need to open up to possibilities | Clients who need motivation, confidence and a path to be unstuck |
OSKAR vs OSCAR method of coaching
Both the OSCAR and OSKAR are frameworks designed to be solution based models. The first stage of the OSKAR model is the same as OSCAR’s, and both follow a linear framework.
But the OSKAR coaching model focuses on solutions and positive coaching. The model allows clients to appreciate what they have, providing a clear path to move forward.
What Is a Coaching Model?
If you’re new to coaching, you might wonder, “What exactly is a coaching model?”
A coaching model is a framework you can use to organize your sessions. It guides conversations, helps clarify goals, and keeps both you and your client focused and productive.
There are many popular coaching models besides OSKAR, including:
- GROW model: Stands for Goal, Reality, Options and Will. Best used for setting goals and planning actions.
- CLEAR model: Consists of Contracting, Listening, Exploring, Action and Review. Focuses on building trust and helping clients explore their reality.
- STAR model: Includes the stages of Situation, Task, Action and Result. Typically used for performance coaching and giving feedback.
Finding Solutions That Work
OSKAR model coaching offers a practical and actionable tool so you can clearly see strengths and measurable progress.
If you’re ready to build offers, clarify your niche, and scale your practice, adapting a coaching business model puts you ahead of the game.
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