Model OSCAR – a practical tool in coaching and mentoring

19 August 2025

The OSCAR model is an effective coaching and mentoring tool created by Karen Whittleworth and Andrew Gilbert. Its aim is to support individuals with a clearly defined development plan in achieving their goals through an organized, reflective process of conversation and action.

📘 What is the OSCAR model?

OSCAR is an acronym consisting of five key stages that support personal and professional development through coaching or mentoring conversations. It helps mentors, coaches, and leaders structure conversations and build accountability on the part of the supported individual.

🔍 O – Outcome
The first step is to define what the supported person wants to achieve.

🎯 Example:
“I want to be promoted to a managerial position within a year.”

👉 Helpful questions:

What exactly do you want to achieve?
How will you know when the goal is achieved?
How does this goal align with your values or long-term ambitions?

🔎 S – Situation
Understanding the current situation is the foundation for further actions.📍

Example: “Currently, I am a senior specialist but not yet leading a team.”

👉 Helpful questions:

Where are you now in relation to your goal?
What resources do you already have?
What obstacles might be holding you back?

🧭 C – Choices and Consequences
This is the moment of identifying available action options.📂

Example: “I can volunteer to lead a project or request participation in a development program.”

👉 Helpful questions:

What options do you have?
What will happen if you choose each of them?
Which options are the most realistic?

🛠 A – Actions
Time to plan specific steps.📝

Example: “Next week, I will volunteer for a new project and inquire about internal coaching.”

👉 Helpful questions:

What will you do first?
When will you do it?
What resources or support do you need?

🔄 R – Review
Regularly checking progress and adapting actions is key to success.🔁

Example: “In two weeks, we will assess whether we have initiated actions and what's next.”

👉 Helpful questions:

What is working well?
What needs to change?
How do you celebrate your progress?

📌 Why use the OSCAR model?

✅ Structure – provides a clear structure for coaching conversations.
✅ Autonomy – supports the independence and responsibility of the supported individual.
✅ Flexibility – works in both business and personal development environments.
✅ Monitoring – enables tracking progress and implementing corrections.

🧠 OSCAR model vs GROW – how do they differ?

The OSCAR model is often compared to the popular GROW model. Both are effective, but OSCAR emphasizes ownership of the process and reflection on the consequences of choices more strongly. It is particularly useful where changing habits, long-term goals, or working with leaders are crucial.

📋 Summary – OSCAR model in a nutshell

Stage	Meaning	Goal
Outcome	Goal setting	What does the individual want to achieve?
Situation	Current situation analysis	What is the current reality and what are the challenges?
Choices	Option identification	What are the possible action paths and their consequences?
Actions	Specific steps	What exactly needs to be done and when?
Review	Review and adaptation	Are the actions yielding results? What can be improved or strengthened?

🎓 The OSCAR model is a tool that supports development in a conscious, organized, and flexible way. With it, a coach, mentor, or leader can conduct more effective developmental conversations, helping people achieve their goals while maintaining their responsibility and engagement.

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