OSKAR
Updated 2026-08-09
INTRODUCTION
English translation pending.
CORE DEFINITION
OSKAR is a coaching framework drawn from solution-focused practice. Outcome establishes what the person wants, stated positively rather than as the absence of a problem. Scaling asks for a rating of the current position on a numbered scale, which makes a vague situation concrete and comparable. Know-how uncovers the resources, skills, and past successes the person already has. Affirm and action acknowledges progress and settles on a next step small enough to take. Review examines what changed afterward. The model assumes the person already holds the resources needed, so the coach elicits them.
SCAFFOLDING EFFECT
Reduce cognitive load
- Use positive outcome: state what you want to move toward rather than what you want to stop. - Use scale anchoring: rate the current position from one to ten so change becomes measurable. - Use resource mining: recall a past occasion when you handled something similar, and reuse what worked.
Anchor fast decisions
Problem-focused conversations analyze causes, which produces understanding without movement and positions the person as the site of a defect. Shifting to a desired outcome changes what the conversation is for. The scale converts an amorphous complaint into a number, which makes any subsequent change visible and creates the sense that movement is possible. Mining past successes supplies evidence that the capability already exists, which makes the next action credible, and keeping the step small makes it likely to be taken.
MINIMUM ACTION
In progress 0/1Practice this model in one real situation:
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Source support: Explicit
- en.wikipedia.orghttps://en.wikipedia.org/wiki/Solution-focused_brief_therapyverified
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