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What is the Oscar Coaching Model?

What is the OSCAR Coaching Model?

What is the OSCAR Coaching Model?

Definition:

The OSCAR coaching model is a sequence of five steps that a Coach uses to guide people though the process of personal change. Each letter stands for a concept:

0 - Outcome.
S - Situation.
C - Choices.
A - Action.
R - Review.

Let us look at each in turn.

Outcome.

This refers to the final goal or state that the person wants to achieve.

Before we change a situation, we must answer the question "Change it into what?"

Becoming clear on the final outcome reduces the risk of "making change for change sake", or changing something bad for something different, but no better.

The outcome should in the form of a SMART goal, which means it must be Specific, Measurable, Achievable, Realistic and Time limited.

Situation.

Before we change a situation, it is important to understand exactly what our current situation is.

For instance, if a person wants to become healthier, they should first undergo a health check in order to establish their existing baseline, from which they are starting.

If a person wants to become richer, they should first audit their current financial status.

Choices.

In order to move oneself from the current situation to the desired outcome, certain choices must be made, because for every option we choose to take, we reject all other options.

Nobody has the energy or time to do everything, so we must choose between options: Which things can you do in order to gain the objective, and which things are not possible?

Which things are you willing to do, and what things are you NOT willing to do?

Action.

By taking the above steps the person has gained a clear idea of what is wanted and some ideas about how it can be achieved.

Now we need write a detailed written plan of action, which states specifically what needs to be done, when, and how.

Please note the words, "Detailed written plan of action". The plans must be written, since that causes people to choose their words more carefully, and it enables them to share plans with the people who need to know.

Our written plans also give us a reference against which we make our review.

Review.

As we implement our action plans, we immediately gain "feedback results". Some things work out well for us, and some do not.

This positive and negative feedback is valuable information which we review, and from which we learn lessons.

When we review things that have gone well, we try to improve them still further.

When we review things that have NOT gone well, we analyse the causes of failure and we return to step two, (current situation) and repeat the process.

We keep repeating the process until the objective is achieved, at which point we set a new, more ambitious objective.

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About the Author: Chris Farmer

Chris

Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.

Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.

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