OSCAR Mentoring

I’ve been spending the past couple of months studying for my Project Management Professional (#PMP) Project Management Institute certification exam, and through this, I have been introduced to the #OSCAR coaching/mentoring model.?

Created in 2002 by Karen Whittleworth?and?Andrew Gilbert, it is meant to help #coaches #mentors #managers #leaders facilitate long-term #success by applying each section and progressing with their counterparts.

In the first phase – #Outcome – you focus on the desired results of the current meeting and the long-term goals. In #Situation, you identify the mentee’s existing skills and abilities and their understanding of their situation.

#Choices or consequences: the mentor leads the mentee through an exploration of the many avenues or paths they have in front of them and the potential consequences of each option – it is then up to the mentee to make the final decision. This leads us to #Action. Action is where the mentee breaks the chosen path into actionable bites through smaller steps, such as establishing SMART goals.

Finally, the mentor and mentee #Review their meeting's progress and establish the next meeting.

The OSCAR mentoring model allows a continuous yet flexible framework for mentoring relationships to work within and make progress.

As we go throughout our day or week, here are some questions to reflect on:

How can you implement the OSCAR model into your mentoring relationship?

How do you currently structure your mentoring or coaching relationships? How can you improve those relationships?