The OSCAR coaching and mentoring model was developed by Karen Whittleworth and Andrew Gilbert. It helps individuals adapt their coaching or leadership styles to support individuals who have an action plan for personal development. The model refers to five contributing factors:
- Outcome. An outcome identifies the long-term goals of an individual and the desired result from each conversation session.
- Situation. A situation enables conversation about the current skills, abilities, and knowledge level of the project team member; why the person is at that level; and how that level impacts the individual’s performance and peer relationships.
- Choices/consequences. Choice and/or consequences identify all the potential avenues for attaining the desired outcome and the consequences of each choice so an individual can choose viable avenues for reaching their long-term goals.
- Actions. An action commits to specific improvements by focusing on immediate and attainable targets that an individual can work toward within a specified time frame.
- Review. Holding regular meetings offers support and helps to ensure that individuals remain motivated and on track.
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