Empower Your Coaching with AI: A Deep Dive into the OSKAR Model

OSKAR is an acronym for Outcome, Scaling, Know-how, Affirm & Action, and Review. Developed within the realm of solution-focused coaching, the OSKAR model moves away from problem-oriented thinking, directing the conversation towards solutions and desired outcomes.

Outcome: The Starting Line

The journey begins by identifying the Outcome—the specific result or change the person being coached wishes to see. This stage sets the trajectory for the entire session and provides the coach and the person being coached with a point of focus.

Knowing the outcome gives the conversation a strong sense of direction. Instead of meandering through myriad issues, you zero in on what truly matters.

Scaling: Measuring Progress

Scaling involves placing the current position of the person being coached on a spectrum, usually from 1 to 10, about the desired outcome.

This seemingly simple scaling adds a quantitative dimension to the coaching conversation. It offers a snapshot of where the person being coached stands, serving as both a point of reference and a catalyst for deeper discussion.

Know-How: Leveraging Strengths

The Know-how stage is about exploring the existing skills of the person being coached, resources, and past experiences that could be leveraged to reach the desired outcome.

This stage reminds the person being coached that they are not starting from scratch. They have a reservoir of skills and experiences to draw from, which can be incredibly empowering.

Affirm and Action: Making Commitments

Affirm & Action is the stage where insights transition into commitments. The person being coached decides on their actions to move closer to the desired outcome.

Without this transition from insight to action, coaching remains an academic exercise. The Affirm & Action stage brings a sense of immediacy and accountability to the process.

Review: Closing the Loop

In the Review stage, the conversation is rounded off by revisiting the commitments made and key takeaways from the session.

The Review stage serves as both a summary and an accountability checkpoint. It provides a moment of reflection for both the coach and the person being coached, reinforcing the session's impact.

Advantages of the OSKAR Model

1. Simplicity: The OSKAR model is easy to understand, making it accessible to coaches and people being coached.

2. Focus on Strengths: The model inherently focuses on positive attributes and strengths by centring the conversation around know-how and action.

3. Action-Oriented: The latter stages are designed to move the person being coached towards actionable steps, increasing the likelihood of tangible change.

The OSKAR model is more than just an acronym; it’s a blueprint for a coaching conversation that is both structured and empowering. If you’re looking to invigorate your coaching sessions with a framework that is as impactful as it is easy to implement, OSKAR may be just what you’re looking for.

Now that we have all the necessary foundation let’s dive into what is needed to help an expert coach facilitate an AI-guided session based on this model.

If you want to use it by yourself, then a simple prompt will suffice:

Please act as my life coach and guide me through a session using the OSKAR coaching model.

Please help me identify my desired outcome, assess where I am on a scale, explore my know-how, affirm my actions, and finally review the session.

Perform this session step-by-step, asking me one question at a time, allowing me to enter my response.

However, if you are an experienced coach and want to use an AI-assisted approach in using this model, then the prompts will be different.

First, we prime ChatGPT with the information it needs:

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