Some questions focus on situations. What happened? What’s wrong? What do you want?
Begin with situations, but don’t park there.
Coaching questions turn attention to the person.
- What did you notice about yourself in that meeting?
- What was going on for you when she said that?
- What do you make of your reaction?
Examples of Coaching Questions
They say, “My boss micromanages.”
You say, “So your boss is up in your business. What does his style bring out in you?”
They say, “People aren’t accountable.”
You say, “You want people to be accountable. How might you be making it easier for people to avoid responsibility?”
They say, “I need to delegate more.”
You ask, “What makes holding on attractive to you?”
Coaching questions move people from reporting information to noticing themselves.
Going Deep in 4 Steps
- Event: “What happened?”
- Meaning: “What do you make of what happened?”
- Insight: “What does this reveal about you?”
- Growth: “What does this insight suggest for you?”
Problems are mirrors that help us see ourselves.
Don’t rush to solutions. Make space for people to notice themselves.
Insight turns problem-solving into personal growth.
It’s easy to see what others need to do. Coaches help us see what we need to do.
A Guide to Lousy Coaching – Leadership Freak
Read: Coach the Person Not the Problem
