When you hear the words "coaching models", it might sound like something straight out of a management textbook... Complicated diagrams, corporate jargon, and lots of buzzwords. But the truth is, the best coaching models are surprisingly simple. In fact, two of the most popular ones, GROW and OSCAR, are easy to remember, easy to use, and can be applied in your day-to-day work.
Let’s break them down with examples you’ll actually relate to.
The GROW Model – A Roadmap for Progress
GROW = Goal, Reality, Options, Way Forward.
Think of it as a guided conversation that helps someone move from “stuck” to “taking action.”
Example: A manager is coaching a team member who feels swamped with deadlines.
Goal (Coach): “What would you like to achieve?”
Coachee: “I’d like to feel in control of my workload.”
Reality (Coach): “What’s happening now?”
Coachee: “I keep taking on too much and rushing at the end.”
Options (Coach): “What could you do differently?”
Coachee: “Use a task tracker, ask for help, renegotiate deadlines.”
Way Forward (Coach): “What’s your first step?”
Coachee: “I’ll start using a tracker tomorrow and review priorities daily.”
It’s structured, but still flexible enough for any situation.
The OSCAR Model – Building on Strengths
OSCAR = Outcome, Situation, Choices, Actions, Review.
This one keeps the focus on solutions and progress rather than problems.
Example: A coach is helping a professional who struggles to speak up in meetings.
Outcome (Coach): “What do you want from our work together?”
Coachee: “To feel confident sharing my ideas.”
Situation (Coach): “What’s happening now?”
Coachee: “I stay quiet because I second-guess myself.”
Choices (Coach): “What options do you see?”
Coachee: “Prepare points in advance, ask for support, or volunteer smaller updates.”
Actions (Coach): “What will you commit to before your next meeting?”
Coachee: “I’ll prepare two points and share at least one on Friday.”
Review (Later): “How did it go? What worked, and what will you try next?”
It shifts the focus from “what’s wrong” to “what can we do now?”
The power of GROW and OSCAR is that they rely on questions, not advice. Instead of the coach saying, “Here’s what you should do,” the coachee finds their own answers, making change far more likely to stick.
For busy professionals, this is a game changer. Whether you’re guiding a colleague, supporting a peer, or reflecting on your own challenges, these models stop conversations from going in circles and help people move forward with confidence.
Next time you’re about to give advice, try GROW or OSCAR instead. Chances are, the person already knows the answer,
they just need the right questions to unlock it.
Staff Training is a South African soft skills training provider with more than 80 workshops on offer, including
Coaching and Mentoring.
Email us at
info@StaffTraining.co.za for more info or give us a call at 0861 996 660
