Oscar Model

Whether you are coaching your employees or your coworkers, there are several different approaches and philosophies you can take. Explicitly designed for solving problems at work, the OSCAR model can be easily applied to any variety of situations that require problem-solving whether at work or in your personal life.

What is Oscar Model?

OSCAR is a solution-focused coaching model with a simple structure for keeping the coaching process focused, structured, and efficient. Coaches who appropriately apply OSCAR's five elements will produce long-term results that result in the desired outcome.

Taking into account and extending GROW coaching model from the 1990s, Whittleworth and Gilbert created OSCAR coaching in 2002 in order to explore solutions instead of focusing on problems.

Oscar Model is categorized among project management models, and it is a type of situational leadership model.

With the OSCAR coaching model, you can keep your coaching sessions focused and on track and help your clients achieve their goals. Use the OSCAR model with the following in mind:

  • Always clearly define the objective before the session begins;
  • Every session should begin with an open discussion of what is working well;
  • Ask the client what they want to work on in this session or the next one;
  • Create an action plan to summarize what was discussed in the meeting and set realistic goals for the next steps.
  • Establish a schedule for the amount of time that will be spent on each element of the process;
  • Ask the client if he or she has any questions or comments regarding today's discussion.

Phases of Oscar Model

Outcome

In the Oscar model, the Outcome identifies the long-term goals of an individual and the outcome of each conversation. The desired result from each session is to have a clear understanding of the desired Outcome for a client. Conversations will be tailored to help the client identify what their desired outcomes are.
Once these outcomes are identified, then the next step is assessing if there are any obstacles that need to be removed before they can attain their desired outcome.

Choices and Consequences

Each of the potential avenues for achieving the desired outcome and the consequences of each choice are identified so an individual can choose a viable approach for reaching their long-term goals. The options in the Oscar model are designed to lead to desirable outcomes, not undesirable ones. Options that have undesirable outcomes are eliminated from consideration early on in the process, which saves time and resources. What may seem like a small decision may lead to huge repercussions later down the line.

Action 

The coach's role here is to help team members determine the next steps of action and be responsible for their actions.

Situation

The coach helps the coachee to gain clarity around where they are right now and raises awareness of the situation, their feelings, and how impacting their lives and those of their peers. They then provide guidance and options for the next steps so that the coachee can take charge of their situation. 

Review

The deadline for each task can guide the meetings and review checkpoints in the action section. When someone cannot meet the long-term and short-term goals stated in their action plan, it may be necessary to reassess them using the OSCAR process.