Coaching poor performance
The OSCAR coaching model, developed by Andrew Gilbert and Karen Whittleworth of Worth Consulting builds on the GROW model of coaching. Particularly useful for managers coaching poor performance it adds in questions to help the coachee consider not just the options, but also the consequences.
O is for Outcome
Establishing the outcome is all about setting the destination. What is the goal – either for this session, or for a longer term coaching process. Use this step to establish the agenda and SMART goals.
- What topic would you like to discuss?
- What would you like to achieve from this meeting?
- What is the outcome you’d like to see?
- What would success look like?
- What would you like to be different?
S is for Situation:
At this stage we consider the starting point and work with the coachee to get clarity on where they are right now. Make sure that you both understand the real issue. Use questions to probe and get under the skin of the issue.
- What is the current situation?
- What’s actually happening?
- Who is involved?
C is for Choices and Consequences:
Unlike in the GROW model of coaching OSCAR looks not just at the options (or choices) but at the consequences too. Be prepared to challenge. You might get answers like ‘Well I tried that and it didn’t work.’
- What have you tried so far?
- What other choices do you have?
- What options can you choose from?
- What are the consequences of each choice?
- Which choices have the best consequences?
- What exactly did you do before? What was the outcome?
A is for Actions:
At this stage you’ll need to help the coachee formulate a plan for the steps they will take to move forward and get them to take responsibility for their actions. Use questions to clarify what is being committed to and what support they might need to achieve their goals.
- What actions will you take?
- How will you do it?
- When will you take those actions?
- Who will you work with?
- On a scale of 1 to 10 how willing are you to take those actions?
- What would increase your commitment?
- What do you need from me/other people?
R is for Review:
This last step established what the coachee needs to do to make progress and keep on track.
- What steps will you take to review your progress?
- When would you like to get together to review progress?
- How far have the actions you’ve taken got you?
Have you tried the OSCAR method? What do you think of this model and how it compares to GROW?