OSCAR Coaching Model
The OSCAR coaching model was introduced in 2002 by Karen Whittleworth and Andrew Gilbert as an evolution of the GROW model. Designed to help managers take a developmental, goal-focused approach, OSCAR supports team performance. It is distinct from the similarly named OSKAR model, also launched in 2002.
Technique Overview
OSCAR Coaching Model Definition
The OSCAR coaching model is a solutions-focused model, with a simple framework used to structure coaching sessions, performance reviews, personal and professional development, and project management. OSCAR is an acronym for the five steps in OSCAR coaching: Outcome (the destination), Situation (your starting point), Choices and Consequences (your route options), Actions (the detailed plan) and Review (keeping on track). The solutions-focused approach to coaching is adapted from a therapeutic model developed at the Milwaukee Institute of Solution Focused Therapy by De Shazer and Berg (1986).
OSCAR Coaching Model Description *
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Business Evidence
Strengths, weaknesses and examples of OSCAR Coaching Model *
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Business Application
Implementation, success factors and measures of OSCAR Coaching Model *
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Professional Tools
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Further Reading
OSCAR Coaching Model web and print resources *
OSCAR Coaching Model references (4 of up to 20) *
- Bates, B. (2015). The Little Book of Coaching Models. Harlow: Pearson Education.
- Botha, J. (2014). ‘Coaching as a leadership development tool in schools: An exploration’, South African Journal of Education, 34(2), pp. 1–10.
- Clutterbuck, D. (2005). The Situational Mentor: An International Review of Competences and Capabilities in Mentoring. Aldershot: Gower Publishing.
- Cox, E., Bachkirova, T. and Clutterbuck, D. (2014). The Complete Handbook of Coaching. 2nd edn. London: SAGE Publications Ltd.
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