Consulting, mentoring, training, lecturing or advicing are valuable, but they are different to coaching. Following a coaching model can help you to stay in the coaching mindset when that is your goal.
OSKAR is a solution-focused alternative to the GROW model for use in the workplace (see how they compare to each other here).
Steps
Outcome
Help the coachee understand and express what they want to get out of the coaching session.
- What is the objective of this coaching?
- How will you know this coaching has been helpful?
- What is the perfect future in relation to your goal?
Scaling
Help the coachee understand and refine their goals, and to set reasonable goals.
- On a scale of 0 to 10 with 10 being your perfect future, where are you today?
- You are at N today. What did get you there?
- How will you know that you have made a small improvement?
- How would you know you have reached n+1?
Know-how and resources
Help coachees understand the skills and resources they require to reach their goals.
- What helps you perform at N instead of 0?
- What would other people say you are doing well?
- When does the perfect future happen for you, even a little bit? How did you know that?
Affirm and Action
Help the coachee reflect on things that are working well and that they may wish to continue.
Affirm
- Your superpower is…
- I see you taking advantage of…
- What’s particularly impressive so far about your strengths and the resources you have used?
Action
- How do you go from N to N+1?
- What small step can you execute today?
Review
Help the coachee reflect on their progress.
- What’s better now as a result of this coaching?
- What do you think will change next?
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