Free Template

OSKAR Coaching Model Template

When someone already has capability but is not quite reaching their potential, problem-focused conversations often make things worse. The OSKAR model takes a different approach: it focuses on outcomes, existing strengths, and what is already working. This template walks you through each stage so you can run solution-focused coaching conversations that build momentum instead of dissecting failure.

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What is the OSKAR coaching model?

OSKAR stands for Outcome, Scale, Know-how, Affirm and Action, and Review. It is a solution-focused coaching model developed as an alternative to problem-analysis frameworks like GROW. Where GROW spends significant time on the current reality and what is not working, OSKAR starts with the desired outcome and quickly shifts to identifying what is already working and how to do more of it.

Most workplace coaching focuses on fixing what is broken. Solution-focused coaching asks a different question: what would more of what is working look like? That shift in framing unlocks very different conversations.

The model is particularly well-suited for coaching high performers, supporting people through transitions, and situations where over-analyzing problems creates more anxiety than progress. It draws on solution-focused brief therapy principles adapted for workplace coaching. The result is a conversational structure that tends to feel energizing rather than evaluative, which matters when you want the coachee to leave the session with greater confidence, not less.

What does this template cover?

Outcome stage prompts

Questions to help the coachee articulate the desired outcome in concrete terms. What does success look like? What would be different? Grounds the conversation in a positive destination rather than a problem state.

Scale stage guide

A scaling tool that helps the coachee locate where they are right now on a 1-10 scale toward the outcome, and explore what is already contributing to that score. Converts an abstract goal into a visible progress map.

Know-how and affirmation section

Structured prompts to surface existing strengths, past successes, and available resources. Affirms what the coachee is already doing well before moving to action planning.

Action and review tracker

A dedicated section to capture specific next steps, timelines, and a review structure. Closes the session with accountability and a plan to assess progress at the next meeting.

Includes a comparison guide showing when to use OSKAR versus GROW, so you can choose the right model for each coaching situation.

How to run an OSKAR coaching session

The template guides you through five stages in sequence. Each stage has example questions and time guidelines so you can use the model even if solution-focused coaching is new to you.

Outcome: define what success looks like

Begin by asking the coachee to describe the outcome they want, not the problem they have. What would be happening if things were going really well? What would they be doing differently? What would others notice? A well-defined outcome gives the rest of the conversation a direction to move toward.

Scale: locate where you are right now

Ask the coachee to rate where they currently are on a scale from 1 to 10 toward the outcome, where 10 is fully achieving it. Then explore what is already contributing to the current score. If they rated themselves a 5, what is making it a 5 rather than a 3? This question surfaces existing strengths and successes that are often overlooked.

Know-how: identify existing strengths and resources

Explore the skills, knowledge, experiences, and relationships the coachee already has that are relevant to moving toward the outcome. What have they done in similar situations before? Who else could help? What resources do they have access to? The know-how stage prevents the coaching session from becoming a skills gap conversation and keeps it focused on building forward.

Affirm and action: build on strengths and commit to next steps

Affirm specifically what the coachee is already doing well, then shift to action. What could they do more of? What is the smallest step that would move them from their current scale score to one point higher? Specific, small commitments are more reliably followed through than ambitious plans.

Review: agree on how and when to check progress

Set a clear review point. When will you check in on the action committed to? What will progress look like? The review stage does not need to be a full session, even a brief follow-up message maintains accountability and shows the coachee that their development matters.

Who should use this template?

L&D professionals building a coaching toolkit for managers

Need a solution-focused alternative to problem-analysis frameworks so managers have the right tool for different coaching situations.

People managers coaching high performers and developing talent

Need a conversational structure that builds on existing strengths rather than cataloging deficits, particularly useful for performance conversations with capable employees.

HR leaders establishing coaching as a development practice

Need a model that feels accessible to managers without coaching experience and produces visible, energizing outcomes that encourage managers to coach more frequently.

Download the OSKAR Coaching Model Template

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Frequently asked questions

What does OSKAR stand for?

OSKAR stands for Outcome, Scale, Know-how, Affirm and Action, and Review. Each letter represents a stage in a solution-focused coaching conversation. The model guides the coach and coachee from a clear outcome definition through strength identification and into specific action commitments, ending with an agreed review point.

When should I use OSKAR instead of GROW?

OSKAR works particularly well when the coachee already has relevant capability and the coaching goal is to help them do more of what is working rather than diagnose what is not. It is a strong choice for high-performer development, confidence-building conversations, and situations where dwelling on problems might be demotivating. GROW is often a better fit when the coachee needs structured problem analysis and is stuck on what is causing the current situation. Many coaches use both depending on the person and the goal.

Can OSKAR be used for performance improvement conversations?

Yes, though with some care. OSKAR's strength-first framing can make performance conversations feel more collaborative and less threatening. However, if someone is significantly underperforming, a purely solution-focused approach may not adequately address the specific behaviors that need to change. In those cases, a combination of clear expectation-setting and OSKAR-style strength exploration tends to work better than either framework alone.

How long does an OSKAR session typically take?

A full OSKAR session runs 30 to 45 minutes for most workplace coaching contexts. The scale and know-how stages can move quickly once the coachee understands the format. Shorter 15-to-20-minute check-in conversations using the review and scale stages alone are also common for ongoing coaching relationships.