OSCAR Coaching & Mentoring Paradigm

Do you feel you don’t know where to start with coaching, or need to refresh your skills?

The OSCAR Coaching Model is a solutions-focused coaching model, with a simple structure to keep the coaching process focused, structured and time effective. Intrigued? Of course, you are. With a name like OSCAR, it sounds award-worthy, right? And in many ways, it is!

This is immutably a unique and unprecedented strategic Coaching & Mentoring paradigm, unwieldly ferruled to a picture-perfect outcome, accentuating on imperative concert and alliance between the coach/mentor and the mentee, encouraging the latter to partake of ownership of their self-goals and actions in congruence. The role of the mentor is to facilitate and aid the mentee self-explore the 'need' and thereby in the incisive decision-making process offering support as need be.?

The "OSCAR" Paradigm can also be exercised in projects irrespective, to lend in a hand and handhold project teams/members. Deploying this sought?after tool could help mentees embrace, absorb and develop, required skills, brawl happenstances and abysmal and navigate the highway to trudge upon until feat. ? ??

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1.OUTCOME - This is where you help the colleague clarify their outcomes from the issues they have raised. What would you like to achieve from today’s session? What would success look like?

2.SITUATION - This is where you get clarity about where the colleague is right now. The questions here are developed to help the person being coached; to raise their understand and awareness. What’s the current situation? What is actually happening?

3.CHOICE/CONSEQUENCE - This is where you help the colleague to generate as many alternative choices as possible and raise the possible consequences of each choice. What have you already tried? What choices do you have? What are the consequences of each Choice?

4.ACTIONS - This is where you help the colleague to clarify their next steps forward and to take responsibility for their own action plan. What actions will you take? When will you take them? Who will support you in taking these actions?

5.RESULT - This step creates an ongoing process of review and evaluation. This is where you will help the colleague to continually check that they are on course. What steps will you take to review your progress? When are we getting together to review progress?

Focusing your sessions with a clear structure will improve your coaching processes and manage your time more effectively. Remember, coaching is for the benefit of the colleague being coached. This structure allows them to take ownership and responsibility for their issues