The OSCAR Model
The OSCAR model, like many other models creates a framework for questions but is not a list to be systematically followed. Models are however a great way to develop your coaching skills.
Coaching conversations move naturally throughout the framework and may return to each stage at various points.
The breakdown is as follows.
(Your destination) - This is where you help the person clarify the outcomes (for the meeting and long term) around the issue they have raised.
Short term (for this meeting):
§ What would you like to take from the meeting?
Long Term (around the situation):
§ What is your long term outcome around this issue?
§ What would success look like/feel like to you?
§ How will you know you’ve achieve it, what will be happening?
§ Which outcome or outcomes do you want to focus on?
§ How important is it to you to achieve this outcome?
§ What will it cost you if you don’t?
§ What impact will not achieving this outcome have on ………?
§ What impact will achieving this outcome have on ………?
§ Over what period of time do you want to achieve this outcome?
(Your starting point) - This is where you get clarity around where the person is right now, the purpose is to raise the awareness of the person and the questioning in this section is for the benefit of the person being coached not the coach.
§ What is the current situation?
§ What do you see as the main issues right now?
§ What impact is that having on you? (your family, your performance etc)?
§ What impact is that having on others?
§ Who is contributing to the problem?
§ What are you doing that could be contributing to this problem/issue?
§ What do you now and how does that impact on the issue?
§ What do you do now, in this situation, or a similar one, that works well?
§ What made you aware that you need to do something different?
CHOICES and CONSEQUENCES
(Your route options) - This is where you help the person generate as many alternative courses of actions as possible and help them increase the awareness about the consequences of each choice.
§ What could you do to start to resolve the situation?
§ What choices do you have?
§ What’s stopping you from doing that now?
§ How far towards your outcome would that option take you?
§ What advice would you give to somebody else in your position?
§ What else could you do? Who else could help you? What’s stopping you from asking them?
§ What would you like to do differently? What’s stopping you? What’s really stopping you?
§ What would you do if you knew what to do, or weren’t afraid?
§ What would be the consequences? Upsides and downsides?
§ What would you do if there were no downsides or repercussions?
§ What’s the worst that could happen? What’s the best that could happen?
§ Which choice/choices will best move you towards your outcome?
§ How far would that take your towards achieving your outcome
(Your detailed plan) - This is where you help the person review the options generated and to clarify the steps forward and to take responsibility for their own action plan.
§ What actions are you going to take?
§ What will you do to move yourself forward?
§ What specific actions are you willing to take? When will you take them?
§ What support will you need? Where will you find that support?
§ How will you maintain your motivation?
§ What actions will you take in the next 24 hours to move yourself forward?
§ On a scale of 1 to 10, how committed are you to take this action?
§ What’s stopping it from being a 9 or 10?
(Making sure you are on track) - This is where you help the person to continually check that they are on course. This also helps you, if you are the manager, be fully informed about what your team member is doing and why.
§ How will you review your progress?
§ What will you do to check whether your actions are moving you towards your outcome?
§ How will you measure your success? How will you celebrate your success?
§ When will you and I get together to review your progress? What would you like to be able to tell me next time you see me?
§ How will you maintain your momentum? What interim support do you need?
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