The OSKAR model is a structured framework that keeps the coaching conversation solution-oriented and actionable. Whether you’re just starting or want to keep expanding your coaching toolkit, this model might become your go-to.
If you need a refresher on the other coaching models we’ve covered on our blog, have a look at these guides:
So what is OSKAR? Let’s explore how you can use this model to transform your sessions.
What Is the OSKAR Coaching Model?
The OSKAR coaching model is a framework designed to help clients identify their goals, build on their strengths, and create actionable steps toward success.
It was invented by organizational theorists Mark McKergow and Paul Z. Jackson, who published it in their book, “The Solutions Focus: Making Coaching and Change Simple.”
The OSKAR coaching model stands for the five key stages of the process:
- O – Outcome
- S – Scaling
- K – Know-How
- A – Affirm & Action
- R – Review
OSKAR shifts the emphasis to what’s working and how to build on it. It’s a solution-focused coaching model that’s especially effective for reframing challenges and generating a practical plan.
The premise of this model is that the client has the resources and abilities to solve their problems. The coach’s role is to help them identify and use those resources.
Here’s how you can lead clients through each stage of the OSKAR coaching model to keep the conversation constructive and goal-oriented.
1. Outcome
The session begins by identifying what the client wants to achieve. You can ask these coaching questions to help your client clarify their ideal outcome:
- What would you like to achieve?
- What would success look like for you in this situation?
- What do you hope to gain from this session?
These open-ended questions help the client clarify their objectives and set the focus for the rest of the coaching conversation.
To ensure your client is working toward goals that aren’t just desirable but also within their reach, you can help them refine them with the SMART goal-setting technique. With these criteria, the objectives will be:
- Specific: What exactly do you want to achieve?
- Measurable: How will you know when you have reached your goal?
- Achievable: Can this objective be achieved realistically?
- Relevant: How will this goal lead you to your bigger vision?
- Time-bound: By when can you commit to achieving this goal?
You can tailor these questions based on your coaching niche. For instance, when I coach small business owners, I ask, “What specific business goals do you want to achieve with email marketing?”
2. Scaling
Next, help the client assess where they currently stand in relation to their desired outcome. Scaling questions provide a simple yet powerful way to measure progress.
You might ask, “On a scale of 1 to 10, where do you think you are right now?” and then follow up with:
- What will it take for you to move from a 5 to a 7?
- What would you be doing differently if you were a 7?
- What are the signs that you are moving closer to your desired outcome?
This helps your client visualize their progress and identify what they need to do to move closer to their desired outcome.
3. Know-How
This stage focuses on what the client already knows or has done that can help them move forward. It’s about uncovering existing skills, knowledge, or strategies they can leverage.
This helps them build confidence and identify any gaps in their knowledge or skills.
Try these questions:
- What are you already doing well that you can build on?
- Are there any gaps you can fill in your knowledge, skills, or resources to get closer to your goal?
- What has worked for you in the past in similar situations?
- What strengths and resources do you have that could help you achieve this goal?
Listen carefully to your client’s answers and see if you can ask follow-up questions that help clarify their way forward further.
For example, let’s say you’re coaching a client who says they can fill the gaps in their knowledge of emotional intelligence by reading some books. You could follow up with:
- Which book do you have in mind?
- How do you intend to implement what you learn from that book?
4. Affirm & Action
Here, you acknowledge the client’s efforts and help them plan actionable steps toward their objective. Affirmation reinforces their progress, while action creates a roadmap for what’s next.
Questions you can ask include here are:
- What actions do you need to take to achieve your desired outcome?
- It’s great that you’ve already done X—what’s the next small step you can take?
- What are the first steps you will take?
- What is your timeline for achieving your desired outcome?
- How will you track your progress?
Make sure their plan of action is specific and they can commit to it. For example, let’s say you’re helping your client improve their sleep, and they tell you they want to keep a sleep journal.
You can ask them:
- When will you track your progress in this journal each day?
- What will you include in your entries?
- How will you ensure consistency?
5. Review
In the final stage, review what’s been achieved, what’s working well, and what can be improved. This reinforces the client’s progress and ensures continuous development.
Check in regularly on your client’s plan in the future and help them make adjustments as needed.
You may ask these questions:
- What’s been the most helpful part of this session?
- What will you do differently moving forward?
These questions can help the client reflect on their progress and identify what they need to do to continue moving forward.
The OSKAR Coaching Model in Action
Here are some situations where the OSCAR coaching model can be effective with clients.
1. A Manager Feels Overwhelmed at Work
In this situation, OSKAR can be used to:
- Identify their desired outcome: For example, to feel more at ease at work.
- Assess their current ability: For example, they are feeling stressed and regularly working overtime.
- Explore their knowledge and skills: For example, they are good at delegating tasks but need to learn how to say no.
Help the client identify the actions that could make the most difference in their situation. Examples could be setting boundaries and learning better time management.
2. A Client Struggling With Communication in Their Relationship
In this situation, OSKAR can be used to:
- Identify their desired outcome: For example, they want to have more open and constructive conversations with their partner.
- Assess their current ability: They might acknowledge that conversations often turn into arguments or lead to feelings of misunderstanding.
- Explore their knowledge and skills: The client realizes they are good at empathizing and listening when calm but struggle to stay composed during heated moments.
In this case, the best course of action you may arrive at is scheduling regular check-ins with the partner to discuss issues calmly and using “I” statements.
5 OSKAR Model Benefits You’ll Love
Here are five benefits you can achieve using the OSKAR model in your coaching sessions.
1. Staying Focused
OSKAR is a solution-focused approach that doesn’t just identify problems; it also helps create actionable steps toward resolving them.
This encourages clients to take ownership of their progress, often leading to more meaningful change.
2. Promoting Reflection
By reflecting on actions taken and outcomes achieved, clients gain valuable insights into what works for them and what doesn’t. They learn how they respond in different scenarios and can adjust their strategies accordingly for better results.
Plus, since the reflection is driven by the client, they’ll become more self-reliant.
3. Empowering the Client
With the OSKAR model, you can guide the client without taking over completely, thereby empowering them rather than making them dependent on external help.
It gives you a structure for asking thought-provoking questions instead of offering direct advice or solutions.
Although most coaching models have this approach, the OSKAR model is specifically designed to prompt clients to discover solutions by themselves.
4. Educating the Client
The ‘know-how’ is a key element in this model. It emphasizes learning as part of the coaching process.
It’s not about spoon-feeding information but encouraging exploration and understanding through the conversation.
This fosters curiosity for building up the knowledge essential for achieving goals, whether professional objectives or personal aspirations.
5. Fostering Accountability
Accountability is another crucial benefit of implementing the OSKAR coaching model.
Clients with clear actions mapped out are more likely to follow through with these tasks because they know exactly what needs to be done.
This sense of responsibility drives up motivation, resulting in greater commitment.
When to Use the OSKAR Coaching Model
This model is particularly handy when clients struggle with goal setting or need help developing actionable steps toward their objectives.
Here are some examples of when you might want to whip out this coaching approach.
Goal Setting
If your client has a big, audacious goal but doesn’t know how to tackle it, the OSKAR model can help them break it down into bite-sized action items.
For example, if they’re an entry-level worker who wants to become a manager, they’ll likely need to overcome several milestones before they can reach that goal.
An entry-level employee generally needs to take on more responsibility and build a certain skill set to get promoted.
By playing detective and supporting your client, you can guide them towards identifying smaller goals that contribute to their larger aim.
Action Planning
The Know-how and Action components of the OSKAR model provide a clear framework for generating plans. They encourage clients to think about what they need to do and how they will accomplish it.
Motivation Boosting
Your client needs to believe in themselves first to achieve their goals.
The Review component of the OSKAR model encourages clients to take a step back and reflect on their progress so far. This can reignite their enthusiasm and drive to carry on.
OSKAR is also a lifesaver during challenging times, such as career transitions or personal crises, when the client faces a lot of uncertainty.
Over to You
The OSKAR coaching model offers a structured framework that focuses on solutions. By adding it to your coaching toolkit, you can empower clients to take consistent action toward their desired outcomes.
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Editor’s Note: This post was originally published in July 2023 and has since been updated for accuracy.