How can life coaching models and frameworks improve communication skills?

As long as the mind is trained to recalibrate the goal based on review, OSCAR does wonders. Then it’s better to work side by side with SMART framework too.

We really enjoy the OSCAR framework for its focus on outcomes (being directionally correct) and action (having a plan to move in the right direction). The important thing here is the review. Like a pilot flying across the country, we need constant feedback and often need to make continuous small adjustment to get to our destination. OSCAR hits all of those core components for directional growth.

In my experience this is a wonderful framework while coaching others than GROW & OSCAR models. One should be careful not to start the questions with why but convert into a ‘what’ question.

Actually I disagree with the assignment of the C in SCARF to “Certainty.” Certainty is not merely philosophically problematic, but it also dupes clients into believing that they possess an ability to lay hold of future events and wield them toward a desired outcome. Why on earth would we want our clients to believe they can control a future which no one can tame? In fact, futurizing itself—the mental processes associated with “what if (x) happens?” questioning—usurps the power of creative intention. I suggest using “Clarity” for C rather than “Certainty.” The life coach who helps the client clearly understand the futility of futurizing, e.g., and the value of returning attention back to the present will better prepare the client for A.

I fully agree with the other comment on certainty versus clarity. While certainty is a core human need (even if it is a fallacy for all of us), building it into a coaching model can set people up for failure when that certainty isn't met in a time limit (or at all). If a coach chooses to keep certainty as their preferred terminology, it is crucial to qualify what certainty means and how to leverage this through setbacks and obstacles versus relying on an absolute view of certainty.

I love the idea of this model, though most high-performers we work with struggle significantly with identifying their strengths. Often, we start there using self-reflection and a 360 (or similar) reflection from people who know the client well. Once the strengths are clearly defined, the other steps tend to go well. If you are choosing this framework, ensure the strengths are nailed down and add a second R to the end (R=review and implement feedback).

I appreciate the concept of a model for my use as a coach. It can help me guide my client with questions. I can then share back with them what I heard, using the model as a way to present their words. I believe in my clients! They contain the answers within themselves. A model like GROW might limit the information shared if set out as the "fill-in-the-blanks" type of starting point. When my client is allowed to share in an unlimited way, they often share information that lets me see something they have not recognized yet. I aim to serve my clients. For the most part, we all long for more Time, Peace, Money and Status. I listen for these needs and help my clients identify how to get more!