Unpacking the OSKAR coaching model

 

Coaching refers to a method of training, counselling, or instructing an individual or a group on how to develop skills to enhance their productivity or overcome a performance problem.

Coaching is a great way to help team members develop or change their behavior to more desirable one.

There are many approaches to coaching.

This week we focus on the OSKAR model of coaching.

Developed by Mark McKergow and Paul Z Jackson (2000), this approach to coaching allows one to focus on solutions to problems rather than on the problems themselves.

It also enables coaches to look for solutions based on behavior patterns, making them more sustainable.

The acronym OSKAR stands for Outcome, Scaling Know how, Affirm/ Action and Renew. We will focus on each of the stages of the model and what it entails.

 

Outcome 

The first stage of the coaching model enables coaches and coachees to understand the purpose of the specific coaching session.

At this stage the coach helps the coachee to set clear objectives of the coaching, what they want to achieve from the session, and what they need from the coach’s guidance.

This stage sets the tone of the coaching session.

 

Scaling 

Is designed to help the coachee understand and refine their goals, and to set reasonable goals.

This level involves rating how far the coachee is at attaining the goal on a scale of 1-10 to paint a realistic picture for the coachee to set attainable goals.

 

Know- how

This stage helps the coach to understand the skills and resources required to reach their goals.  By exploring their current capabilities, those they need to acquire become more apparent. At this stage the coachee is empowered to reach their goals.

 

Affirm/ Action 

This stage involves reflecting on the current state and the required actions to improve.

It is designed to help the coachee to reflect on things that are working well and that they wish to continue with, i.e., those that are contributing positively to where they want to arrive.

It also involves drawing out actions that the coachee wants to undertake to help them achieve their objectives.

 

Review 

The last stage of the OSKAR model is review and its main purpose is to help the coachee reflect on their progress and keeping them accountable for progressing their actions.

At this stage an action plan for the future is developed to reinforce new behaviors.

Apart from reflecting on the actions that have paid off, you also hold the coachee accountable for their actions in the future.

 

Uses of the OSKAR Model 

The OSKAR model can be used by anyone as a self-assessment tool

It can be used by coaches to build a collaborative approach to guide their coachees

For managers it is a useful problem-solving tool that helps in understanding their teammates better

It can also be used for transformative change.

 

Chiedza Kadare is an OD Practitioner. You can get in touch with her on WhatsApp/call +263 77 283 0986 or Email chiedza.kadare@gmail.com

Paul Nyausaru is an OD Practitioner and leadership coach. For all your OD interventions and leadership development training you can get in touch with him on WhatsApp/call +263774062756 or Email pnyausaru@gmail.com

 

Related Articles

Leave a Reply

Back to top button