How to Coach Yourself and Others Popular Models for Coaching | Seite 210

their knowledge, skills and attributes and building up their
awareness of these and developing confidence.
This stage really is about ‘digging for gold’ and plenty of time
should be taken to establish the resources your coachee has
available to them.
4. AFFIRM AND ACTION:
 What's already going well?
 What's particularly impressive so far - about strengths
and resources employed?
 What is the next small step?
 What would you like to do personally, straight away?
 You are at n now, what would it take to get you to n+1?
Affirming - this is about providing positive reinforcement of
what you have heard…reflecting back positive comments about
some of the keys strengths and attributes your coachee has
revealed e.g. “I am impressed with the knowledge you have in
this area’ or it’s evident from what you have just said that this is
working for you.”
Action – this is about helping your coachee determine what
small action or actions they will now take.
5. REVIEW: What's better?
 What did you do that made the change happen?
 What effects have the changes had?
 What do you think will change next?
 What is better?
This final stage of the OSKAR coaching model is for reviewing
progress against actions and is therefore most likely to take
place at the beginning of the next coaching session. The
emphasis is on reviewing the positives:The positive nature of
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