Solutions-Based Coaching using OSKAR

Originating from the Solutions Focused Approach, the OSKAR coaching model is a powerful framework to help your coaching sessions focus on solutions rather than problems. Here is a brief description of the different stages which I have adapted from the very readable The Solutions Focus by Paul Z Jackson and Mark McKergow.

So, OSKAR is an acronym:

O – Outcome

S – Scaling

K – Knowhow

A – Affirm & Action

R – Review


At this initial stage of the OSKAR coaching model you are establishing a ‘platform’ from which to coach. Here you are confirming that your coachee is really committed to change.

You are also clarifying:

  • what your coachee wants to achieve in the long, medium and short term
  • what they want to achieve from the session itself and how they will know it has been useful to them
  • the ‘future perfect’ -in other words the perfect scenario they desire. It helps to encourage them to visualise this outcome in a lot of detail.


The next step is to  establish where they are already in relation to this desired outcome, using a 10 point scale, such as:

e.g. On a scale of 1 – 10, where 1 represents x and 10 represents y, where are you in relation to this goal.

Know How

You can now build on this foundation by establishing what positives have given them that rating – what skills, knowledge and attributes do they currently possess which give them say a 4 or 5 rather than a 0. This stage is all about uncovering their strengths – their knowledge, skills and attributes and building up their awareness of these and developing confidence. The sort of questions you might be asking at this stage are:

  • What skills, knowledge, attributes do you currently have that will help you?
  • When have you done this or something similar before?
  • What would others say is working for you?

This stage really is about ‘digging for gold’ and plenty of time should be taken to establish the resources they have available to them.

Affirm and Action

Affirming – At this stage of the conversation it is helpful for the coach to provide positive reinforcement of what you have heard…reflecting back positive comments about some of the keys strengths and attributes your coachee has revealed, such as:

  • I am impressed with the knowledge you have in this area
  • It’s evident, from what you have just said, that this approach is working for you

Action – Now the coach needs to help the coachee determine what small steps they will now take.


This final stage of the OSKAR coaching model is to review progress against actions. It is therefore most likely to take place at the beginning of the next coaching session. The emphasis is on reviewing the positives. Questions that may assist include:

  • What is now working better for you?
  • What did you do that made change successful?
  • What do you think will change next?

This is a relatively easy model to use and I can recommend it, particularly when the person you are coaching is stuck with their problem. Maybe they just need to be helped into a space where they are focused more on solutions.

Let me know how you get on.

For another coaching model, see:

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