How can you use OSCAR to coach employees on setting and achieving goals?

Objective - Work with employees to define clear objectives and goals. Situation - Analyze any factors that my impact the goal achievements. Choices - Encourage the employees to explore different options and strategies to achieve the goals. Actions - Define the goals together with the employees in smaller, manageable tasks and set deadlines for completion. Result - Define the expected results or outcomes.

The OSCAR coaching model, designed with a developmental focus, empowers managers to effectively guide and support team members in attaining their objectives. This framework, encapsulated by the acronym Outcome, Situation, Choices, Actions, and Review, is widely utilized in coaching sessions. However, it is my perspective that while OSCAR is valuable, achieving optimal outcomes in diverse scenarios may necessitate the integration of complementary coaching models for a more comprehensive approach.

OSCAR is a five-step coaching model that helps managers and employees work together to identify, plan, and execute goals. OSCAR stands for Outcome, Situation, Choices, Actions, and Review. With this model, managers and employees can clarify expectations, explore solutions, commit to actions, and celebrate successes. The Outcome is the desired result or goal that the employee wants to achieve.

Recordar que el liderazgo es un proceso continuo de mejora y adaptación. Mantente abierto a la retroalimentación, busca oportunidades para crecer y desarrollarte, y sé un ejemplo positivo para tu equipo.

OSCAR is an extremely structured methodology and if used in the right way can definitely guarantee positive outcomes. However the key to success lies in adherence to the various touchpoints of the tool as well as documenting critical outcomes of each of the touch points and using them as reference points with the employees during discussions. OSCAR is not only a coaching tool but can be used as an effective tool for administering effective performance development and conducting structured performance conversations.

The T in the SMART framework is often under utilized. Setting a time frame to achieve something and having regular updates with your boss/colleague is crucial to ensure that you're not setting goals which are actually not feasible. Don't be afraid to alter or change to suit the circumstances.

As part of OSCAR, It is also important to identify on-the-job experiences that can be give the opportunity for employees to try out the skills that they are looking to develop. While we say every employee own their own career, manager's support is crucial. This is where it's important to think creatively about what work needs to get done, but is not getting prioritized? Can that work be converted into a small project where an individual can apply and learn new skills. I am a strong believer that a good performance management process should first aim to nurture talent before being punitive. Sometimes, just feedback alone doesn't help. Feedback has accompany opportunities. OSCAR is a good framework to keep in mind for this purpose.

Another crucial consideration is the aspirational nature of the goal. I believe a hint of uncertainty in achieving a goal propels one to uncover unknown facets, fostering a drive for a superior outcome. This sense of ambiguity, when conquered, leads to a heightened sense of accomplishment.

To set goals with OSCAR, start by clarifying the desired outcomes. Define them in a way that's specific and measurable to pave a clear path forward.

Assessing the current workspace reality is crucial for successful objective-setting. Rushing through this phase risks the collapse of the entire process. Overloading without considering bandwidth and deliverables is a common pitfall. Prioritizing planning and gauging task time are essential for effective objective setting. Following OSCAR's second step, posing reflective questions helps understand work and performance, identify obstacles, assess resources, and recognize potential risks. Objective assessment, free from judgment, lays the foundation for acknowledging strengths and weaknesses, fostering urgency, and sparking motivation for meaningful change.

One of the ways employers can facilitate an effective situation assessment by providing tools such as self-evaluation forms that prompt employees to reflect on their recent achievements and challenges. For example, an employee might list their successful completion of a project on time as an achievement and identify their struggle with a particular software as a challenge. This step helps in recognizing the resources they might need, such as additional training on the software.

Ideally while exploring choices, one should look at real life situations that the employee has experienced to explore the choices or strategies that he/she may adopt. Moreover, the options should be realistic and time bound which specific milestones during the journey to track progress.

In exploring choices, employers can encourage brainstorming sessions where employees can openly discuss different ways to achieve their goals. For instance, if an employee aims to improve their sales numbers, options might include attending a sales workshop, partnering with a mentor, or even reanalyzing their target market. Employers should guide them to weigh each option against their personal and organizational objectives.

Something that I've found helpful in enhancing the OSCAR to take action is on the front end of the process to include the coachees' personal self-assessment with the OSCAR's action planning. This aligns the coachees' bias and buy-in to build into the OSCAR, which defines personal and organizational focus to achieving outcomes and sets the tone for maintaining the results, which is short-sighted within just using the OSCAR.

When it comes to taking action, employers can work with employees to create an Action Plan that details specific steps. For example, if an employee's goal is to lead a team, actions might include leading small project groups, attending leadership training, and setting up monthly check-ins with their supervisor to track progress.

Employers should schedule regular review sessions to discuss the outcomes of the actions taken. For instance, after attending leadership training, the employee might review what leadership tactics have been effective and which areas need more focus. This can be facilitated through a structured feedback form or a one-on-one meeting.

a simpler framework that is perhaps very old too is STAR - Situation, Task, Action, and Result. What is more important for us to understand is, once we master these frameworks, we must learn to go beyond them because each of them might have its own upside and downside. We should not bang our heads to apply these frameworks, rather utilize them to get better at what we are supposed to do. Hence knowing the limitations of these frameworks is what makes us the master of the craft.

Coaching Tips: Active Listening: To understand the employee's perspective, challenges, and ideas. Use open-ended questions to encourage dialogue. Positive Reinforcement: Provide positive reinforcement for the employee's efforts and commitment. Recognize achievements and milestones. Foster a sense of ownership by letting the employee take the lead in defining their goal and action plan. Offer constructive feedback throughout the coaching process. Address obstacles and celebrate successes. Adjustment: Be flexible. If circumstances change or if initial strategies are not effective, support the employee in adjusting their action plan. Schedule follow-up meetings to review progress, discuss challenges, and make adjustments as needed.

Although, the use of OSCAR delivers results during coaching, consider prioritizing open and effective communication. This allows you explore different angles and helps your employees engage in genuine and creative goal-setting, which often results to improved outcomes.

I would use the model collaboratively to define specific, measurable Objectives (O) aligned with broader organizational goals. Then, I would explore Strategies with my team (S), discussing resources and ways to navigate challenges. I would guide informed Choices (C), encouraging critical thinking for decisions aligned with personal and organizational goals. Then, I would break down strategies with the team into actionable steps (Actions - A), creating realistic timelines and addressing potential hiccups. Establish Results (R) through KPIs, with regular reviews and feedback to maintain motivation. To apply OSCAR, a leader must cultivates a collaborative, goal-oriented culture, equipping employees for meaningful goal achievement.

Utilize OSCAR (Objective, Situation, Choices, Actions, Results) coaching method to guide employees: Clarify objectives, assess current situation, brainstorm choices, create actionable plans, and regularly evaluate results. This structured approach fosters goal clarity, empowers decision-making, and ensures accountability, leading to increased goal achievement and employee development.