✅ Welcome to Module 3: OSKAR Model for Team Coaching

In this module, you’ll discover the powerful OSKAR Model, a solution-focused framework tailored for effective team coaching. Unlike traditional problem-solving approaches that dwell on challenges, OSKAR encourages teams to identify what’s working, clarify what’s possible, and take accountable steps toward meaningful progress.

It’s not just about fixing problems—it’s about cultivating a shared mindset of ownership, clarity, and continuous improvement.

So what you might ask, what exactly does effective team coaching look like and what's in it for me?

The Impact of Effective Team Coaching: Six Things One Might Expect to Get

1. Shared Vision and Goals:

  • Efficiency: Clear goals can reduce redundant efforts and streamline team processes.
  • Impact: Greater alignment can lead to quicker project completion and higher quality outputs.
  • ROI: Investments in clarifying goals through coaching can be measured by improved project success rates.

2. Accountability:

  • Engagement: Teams where members are accountable tend to have higher engagement levels.
  • Cost-Benefit: Reduced oversight and management time leading to lower administrative costs.
  • Impact: More consistent performance contributes to overall organizational efficiency.

3. Enhanced Communication:

  • Efficiency: Effective communication reduces misunderstandings and leads to faster decision-making.
  • Engagement: Open lines foster a sense of belonging and increase morale.
  • ROI: Measuring improvements in project timelines can demonstrate financial benefits.

4. Trust and Psychological Safety:

  • Impact: High trust levels experience increased creativity and innovation.
  • Cost-Benefit: Reduced turnover and recruitment costs due to employee satisfaction.
  • Engagement: Higher engagement levels can lead to improved productivity.

5. Continuous Learning and Improvement:

  • Efficiency: Regular reflection leads to streamlined processes and reduced mistakes.
  • Impact: Innovations from learning opportunities capture market advantages.
  • ROI: Track improvements in performance metrics for financial benefits.

6. Increased Engagement and Collaboration:

  • Efficiency: Collaborative teams work more productively.
  • Cost-Benefit: Reduced need for external consultants due to internal expertise.
  • Impact: Measuring project outcomes and employee satisfaction translates to significant benefits.

📚 Key Learning Areas

  • Understand the structure and intent of the OSKAR Model (Outcome, Scaling, Know-How, Affirm & Action, Review)

  • Apply the model in coaching scenarios that promote team alignment and forward movement

  • Foster peer accountability and shared ownership within group settings

  • Use solution-focused questioning techniques to shift team energy from “stuck” to “strategic”

🎯 Learning Objectives By the end of this module, you will be able to:

✅ Describe the purpose and structure of the OSKAR team coaching model
✅ Facilitate team coaching conversations that focus on solutions, not problems
✅ Apply scaling and review techniques to track group momentum and success
✅ Strengthen team engagement through strengths-based coaching dialogue
✅ Reflect on how OSKAR builds psychological safety and forward motion

🛠️ Key Activities

  • 🧠 Mini-Case Simulation: Diagnose a stuck team and apply OSKAR to reframe their conversation

  • 📈 Scaling Practice: Use scaling questions with mock data to help teams gauge progress

  • 💬 Question Generator: Create your own solution-focused prompts using each OSKAR step

  • 📝 Group Coaching Plan: Draft a sample OSKAR-based session outline for your team or workplace

  • 🔄 Discussion Board: Share and compare approaches with your peers

💡 Why This Module Matters

Team coaching is where innovation lives. It’s where ideas are tested, resistance is voiced, and real transformation begins. The OSKAR Model gives you a structure to lead those conversations with purpose and positivity—so your team doesn’t just move forward, but moves forward together.

Last modified: Thursday, 24 April 2025, 6:59 AM