What are the differences between GROW and OSCAR coaching models?

1 What is GROW?

GROW is an acronym that stands for Goal, Reality, Options, and Will. It is a simple and widely used coaching model that helps coachees to clarify their desired outcomes, assess their current situation, generate and evaluate possible solutions, and commit to specific actions. The coach's role is to ask open-ended questions, listen actively, provide feedback, and support the coachee's motivation and accountability.

2 What is OSCAR?

OSCAR is another acronym that stands for Outcome, Situation, Choices, Actions, and Review. It is a more recent and comprehensive coaching model that builds on the GROW model and adds some elements to enhance its effectiveness. The OSCAR model helps coachees to define their goals in a SMART way, understand the context and constraints of their situation, explore and prioritize their choices, plan and execute their actions, and monitor and evaluate their results. The coach's role is to facilitate the coachee's learning, challenge their assumptions, acknowledge their achievements, and celebrate their successes.

3 How are they different?

The GROW and OSCAR models differ in several ways. For example, the OSCAR model emphasizes setting SMART goals, while the GROW model does not specify how to formulate goals, potentially leading to vague or unrealistic outcomes. Additionally, the OSCAR model includes a step to analyze the situation and its influencing factors, whereas the GROW model focuses more on the coachee's perspective, which may overlook external or hidden aspects. Furthermore, the OSCAR model encourages considering multiple choices and ranking them according to their impact and feasibility, whereas the GROW model allows generating options without necessarily evaluating them. Finally, the OSCAR model requires regularly reviewing actions and results and adjusting plans accordingly; however, the GROW model implies that the coachee will follow through with their actions and achieve their goal.

4 How to choose between them?

When considering which coaching model to use, there is no one-size-fits-all answer. Both models have their advantages and can be tailored to different contexts and preferences. However, some factors that may help you decide are the complexity of the goal, the level of experience and confidence of the coachee, and the style and preference of both the coach and coachee. For instance, if the goal is simple and straightforward, then the GROW model may be sufficient. On the other hand, if the goal is complex or involves multiple variables, then the OSCAR model may be more helpful. Similarly, if the coachee is new or unsure about their goal, then the OSCAR model may provide more structure; however, if they are experienced or confident about their goal, then the GROW model may allow more flexibility and autonomy. Lastly, if the coach and coachee prefer a direct and concise approach, then the GROW model may be more appealing. On the other hand, if they prefer a holistic and comprehensive approach, then the OSCAR model may be more satisfying.

5 How to apply them effectively?

No matter which coaching model you decide to use, there are some best practices that can assist in applying them effectively and achieving positive outcomes. These include establishing rapport and trust with the coachee, asking questions that will encourage insight, reflection, and action from the coachee, listening attentively and empathically to the coachee, providing constructive feedback that recognizes strengths and areas for improvement, and empowering the coachee to take ownership of their goal. These practices can help ensure a successful coaching session.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?