The OSKAR Coaching Model: A Solution-Focused Approach to Getting Unstuck

OSKAR is a coaching framework built on a different premise than most: instead of spending time diagnosing what's wrong, it starts from what's already working and builds forward from there. It's especially useful when you're stuck not because you lack a goal, but because analyzing the problem hasn't actually moved you closer to solving it.

What OSKAR actually stands for

OSKAR is an acronym for five stages, based on solution-focused coaching principles:

• O — Outcome: What do you actually want, described as clearly as possible?
• S — Scaling: On a scale of 1-10, where are you right now relative to that outcome?
• K — Know-how: What's already helped you make progress, even a little?
• A — Affirm & Action: What's working that you should keep doing, and what's the next small step?
• R — Review: What's changed since you last checked in, and what's next?

Real OSKAR questions, stage by stage

Outcome - If this were completely resolved, what would be different? - What would you notice first if things improved?

Scaling - On a scale of 1 to 10, where are you right now — 10 being the outcome fully achieved? - What's already keeping you from being at a 1, rather than a 0?

Know-how - What's contributed to you being at this number, rather than lower? - Think of a time this was even slightly better — what was different then? - What strengths or resources have helped you handle similar things before?

Affirm & Action - What's one thing you're already doing that's worth continuing? - What's the smallest possible next step that would move you up even half a point?

Review - What's different now compared to when you started? - What's the next small step from here?

Why "what's working" instead of "what's wrong"

Most problem-solving starts with diagnosis — what's broken, why, whose fault is it. OSKAR deliberately skips most of that. The Know-how stage in particular asks what's already contributing to progress, even progress that feels minor or accidental. This matters because over-analyzing a problem can create the feeling that nothing is working, when usually something — even something small — already is. Naming that gives you a foundation to build from, instead of starting from zero.

Why a framework alone isn't quite enough

The five OSKAR questions work well in sequence, but the Scaling and Know-how stages depend entirely on your specific number and your specific answer — a generic worksheet can't ask a meaningful follow-up to "I'm at a 4" without knowing anything else about your situation.

MySensei runs a full OSKAR session the way a solution-focused coach would — asking your Outcome, your Scaling number, then digging into what's actually behind that number before moving to Action. It uses four coaching styles — Socratic, Mindful, Bold, Warm — so the pacing matches how you want to be coached. It only asks questions. It never gives advice.

What that looks like in practice

Say you rate yourself a 4 on your Scaling question. In MySensei, that number isn't just recorded — the next question explores what's specifically kept you at a 4 rather than a 2, which often surfaces a resource or strength you hadn't given yourself credit for. That becomes the foundation for the Action stage, built on something real instead of a generic next step.

Try a full OSKAR session free (3 sessions, no card needed) → mysensei.app