What is the OSKAR Coaching Model?

The OSKAR coaching model is one of the most effective and widely used solution-focused coaching frameworks available. Rather than dwelling on problems and their causes, OSKAR helps clients focus on solutions, strengths, and forward momentum — making it especially powerful for driving positive change in both personal and professional settings. This guide explains exactly what the OSKAR model is, how each stage works, its benefits, and practical examples of it in action.

What Is the OSKAR Coaching Model?

OSKAR is a solution-focused coaching model developed by Mark McKergow and Paul Z. Jackson, introduced in their book “The Solutions Focus.” Instead of analyzing what’s wrong (the traditional problem-focused approach), OSKAR concentrates on what the client wants to achieve and the resources they already have to get there. It’s built on the belief that focusing on solutions and progress is far more motivating and productive than dissecting problems.

OSKAR is an acronym representing its five stages: Outcome, Scaling, Know-how, Affirm & Action, and Review. Together these stages guide a coaching conversation from defining a goal to taking concrete action and reviewing progress.

The 5 Stages of the OSKAR Model

O – Outcome

The conversation begins by establishing a clear, positive outcome. What does the client want to achieve? What would success look like? This stage sets a specific, desirable goal and defines the “future perfect” — a vivid picture of things going well. A clear outcome gives the whole session direction and purpose.

Sample questions: “What do you want to achieve from this session?” “What would success look like for you?” “If this problem were solved, what would be different?”

S – Scaling

Next, the coach uses a scale (typically 0 to 10) to assess where the client currently stands relative to their desired outcome, with 10 being the goal fully achieved. Scaling makes progress tangible and measurable, and reveals that the client is often further along than they realized.

Sample questions: “On a scale of 0 to 10, where are you now?” “What made you a 4 rather than a 0?” “What would moving up one point look like?”

K – Know-how (and Resources)

This stage explores the skills, strengths, knowledge, and resources the client already possesses to reach their goal. Instead of focusing on what’s missing, OSKAR highlights what’s already working and what the client can build on. This is deeply empowering and builds confidence.

Sample questions: “What’s helping you be at a 4 already?” “What skills or strengths have helped you before?” “What resources do you have to move forward?”

A – Affirm & Action

Here the coach affirms the client’s strengths and progress — offering genuine, positive recognition — and then helps them identify concrete actions to move one step up the scale. The combination of affirmation and small, achievable actions builds motivation and momentum.

Sample questions: “What’s one small step you could take to move from a 4 to a 5?” “What will you commit to doing before our next session?”

R – Review

The final stage reviews progress, typically in a follow-up session. The coach and client reflect on what’s better, what worked, and what to do next, reinforcing positive change and maintaining momentum. Review keeps the focus on progress rather than perfection.

Sample questions: “What’s better since last time?” “What did you do that made a difference?” “What’s the next small step?”

Benefits of the OSKAR Coaching Model

• Solution-focused: it directs energy toward progress and possibilities instead of dwelling on problems.
• Empowering: it builds on the client’s existing strengths and resources, boosting confidence.
• Measurable: the scaling stage makes progress concrete and trackable.
• Action-oriented: it consistently leads to small, achievable next steps.
• Positive and motivating: affirmation and a focus on what’s working keep clients engaged.
• Flexible: it works for personal coaching, leadership, teams, and organizational change.

OSKAR in Action: A Practical Example

Imagine a client who wants to feel more confident presenting at work. Using OSKAR: in the Outcome stage, they define success as “delivering a presentation without anxiety.” In Scaling, they rate their current confidence at a 4 out of 10. Exploring Know-how, the coach helps them recognize they already prepare thoroughly and have presented successfully to small groups. In Affirm & Action, the coach affirms these strengths and the client commits to practicing their next talk in front of a friend. In the Review session, they reflect that the practice helped, they now feel like a 6, and they decide on the next step. Notice how the entire conversation stays focused on solutions and forward movement.

OSKAR vs. the GROW Model

OSKAR is often compared to the popular GROW model (Goal, Reality, Options, Will). Both are structured coaching frameworks, but they differ in emphasis: GROW explores the current reality and generates options, while OSKAR is more explicitly solution-focused, using scaling and affirmation to build on existing strengths. Many coaches use both depending on the client and situation — GROW for goal-setting and problem-solving, OSKAR when a positive, strengths-based, momentum-building approach is needed.

When to Use the OSKAR Model

OSKAR is especially effective when a client feels stuck, lacks confidence, or is prone to focusing on problems. Its positive, solution-focused nature helps shift mindset, build momentum quickly, and make progress feel achievable. It’s widely used in life coaching, leadership development, team coaching, and organizational change.

Final Thoughts

The OSKAR coaching model is a powerful, solution-focused framework that helps clients move forward by concentrating on outcomes, progress, and existing strengths rather than problems. Its five stages — Outcome, Scaling, Know-how, Affirm & Action, and Review — create a positive, action-oriented conversation that builds motivation and delivers measurable results. Whether you’re a coach looking to expand your toolkit or someone exploring coaching approaches, OSKAR offers a practical, empowering method for creating lasting, positive change.

The Origins and Philosophy Behind OSKAR

OSKAR emerged from the solution-focused brief therapy movement, which was adapted into the business and coaching world by Mark McKergow and Paul Z. Jackson. The core philosophy is refreshingly simple: you don’t need to fully understand a problem to solve it. Instead of spending time analyzing causes and dwelling on what’s wrong, OSKAR directs energy toward what the client wants, what’s already working, and what small step comes next. This mirrors a key insight from solution-focused practice — that people already possess many of the resources they need, and that focusing on solutions builds momentum and confidence far faster than focusing on problems.

Tips for Using the OSKAR Model Effectively

Whether you’re a coach or applying OSKAR to your own goals, a few practices make it far more powerful:

Keep the tone genuinely positive and curious rather than interrogative — the model works because it uncovers strengths, not deficits. Use scaling questions liberally, as they make abstract progress concrete and often reveal that the client is further along than they feared. Always end with a small, specific, achievable action rather than a vague intention, since momentum comes from tiny wins. And in the Review stage, lead with “What’s better?” — a deceptively powerful question that trains attention on progress and reinforces positive change.

Frequently Asked Questions

What does OSKAR stand for?

OSKAR stands for Outcome, Scaling, Know-how, Affirm & Action, and Review — the five stages of this solution-focused coaching conversation.

Who created the OSKAR model?

It was developed by Mark McKergow and Paul Z. Jackson and popularized in their book “The Solutions Focus,” drawing on solution-focused brief therapy principles.

How is OSKAR different from GROW?

Both are structured coaching frameworks, but GROW (Goal, Reality, Options, Will) explores the current reality and generates options, while OSKAR is explicitly solution-focused, using scaling and affirmation to build on strengths and what’s already working. Many coaches use both depending on the client and situation.

When is the OSKAR model most useful?

OSKAR is especially effective when a client feels stuck, lacks confidence, or tends to dwell on problems. Its positive, strengths-based approach helps shift mindset, build momentum quickly, and make progress feel achievable.