The model is broken out to consider the Outcome, Situation, Choices, Actions and Review. The focus on Actions and Review is the main difference for the model when compared to GROW, and this is what slants it towards a more management focused approach. GROW looks at the Coachee’s Will to commit to change, but the Coachee will not necessarily sign up to a firm agreement to make that change.
In OSCAR, Actions and Review build an agreement to both what will be done and how it’s going to be reviewed. This is familiar in style to SMART objective setting, hence the power of this model in a management coaching relationship.
As well as an introduction to the model, the book covers applying it to Coachees in various mindsets. It also walks through different types of relationship that can benefit from coaching, how you can show the value of coaching to an organisation and how you can build a coaching culture.
There are lots of examples spread throughout the book, with case studies and testimonies throughout every chapter. This really helps to bring to life some of the considerations raised in the main text.
The book may be a little bit long in some places, attempting to apply OSCAR to too many situations beyond the core coaching conversation. There’s certainly sections that are less valuable once you’ve picked up the core model, so don’t be afraid to pick and choose your reading after the first few chapters.
Other than that, it’s a worthwhile read for managers new to coaching approaches and is deserving a place on your coaching bookshelf.