OSCAR Model

 

1. Introduction to the OSCAR Model

• The OSCAR Model is a structured approach to coaching individuals or teams.
• Helps assess team members, set goals, and guide them toward improvement.
• Used for motivating, mentoring, and developing people in a project.
• OSCAR stands for:
  • Outcome
  • Situation
  • Choices (or Consequences)
  • Actions
  • Review
• Example:
  • A software developer struggling with unit testing can be coached using OSCAR to improve their skills.

2. Breakdown of the OSCAR Model

1) O – Outcome (Future State)

• Define the desired goal or result.
• Example Questions:
  • "What do you want to achieve?"
  • "What is your end goal?"
• Example:
  • A team member wants to become a Scrum Master.
  • Outcome: Earn a Scrum Master Certification within 3 months.

2) S – Situation (Current State)

• Assess where the individual/team currently stands.
• Identify skills, knowledge, experience, and challenges.
• Example Questions:
  • "Where are you right now in terms of progress?"
  • "What skills do you currently have?"
• Example:
  • The team member has basic Agile knowledge but no formal Scrum training.

3) C – Choices (Available Options & Consequences)

• Identify possible ways to bridge the gap between current state and future state.
• Discuss the pros and cons of each option.
• Example Questions:
  • "What options do you have to achieve your goal?"
  • "What could happen if you take a specific action?"
• Example:
  • Option 1: Self-study through online courses (Pro: Low cost, Con: No mentor support).
  • Option 2: Join a Scrum Master training program (Pro: Structured learning, Con: Expensive).
  • Option 3: Get mentoring from a current Scrum Master (Pro: Real-world guidance, Con: Takes longer).

4) A – Actions (Action Plan to Implement Choices)

• Define specific steps to take to achieve the outcome.
• Example Questions:
  • "What exact steps will you take next?"
  • "How will you measure progress?"
• Example:
  • The team member enrolls in a Scrum Master course and allocates 2 hours daily for study.

5) R – Review (Track Progress & Keep Motivation High)

• Regularly check progress and adjust the plan if needed.
• Keep the individual/team motivated and engaged.
• Example Questions:
  • "How do you feel about your progress?"
  • "Do we need to adjust the plan?"
• Example:
  • After one month, review if the training is helping.
  • Adjust strategy if struggling with concepts.

3. Why the OSCAR Model is Important for Project Managers

• Helps develop team members and improve performance.
• Encourages continuous learning and motivation.
• Provides a structured way to coach struggling employees.
• Example:
  • A junior developer struggling with Python coding is coached using OSCAR to improve and eventually lead a coding task.

Key Takeaway: The OSCAR Model is a Powerful Coaching Framework

• Define goals → Assess current skills → Explore options → Implement actions → Track progress.
• A motivated team = A successful project.