Prabha C. filled in for Alexandra
- Questions for information are different than powerful questions. Powerful questions lead to greater insight, further thinking, or a change in perspective.
- Must listen to a client in order to ask applicable questions.
- Powerful questions delve deeper into what the client thinks.
- "Can you tell me a little more..."
- "The work" by Katy Byron, The four questions: 1. Is it true? 2. Can you absolutely know that its true? 3. How do you react, what happens when you believe that thought? 4. Who would you be without the thought? Aims to turn the thought around.
- Repeat what the client said and give time (mirroring back)
- Is there something else we are missing or something we can see differently?
- Instead of wanting to be right, ask probing questions to learn more, make a connection, not a speech.
- Genuine curiosity
- Neither the client or the coach has the answers. Powerful questions allow exploration, unlimited possibilities.
- Coaches dance with the client, nudges the client forward. Clients have the answers, we help them find them.
- Magazine "Choice" expert series, Nov. 2010, "A proven framework for motivating change." Retrieved from: http://thegrantcoaches.com/2011/05/08/top-25-coaching-questions-to-motivate-change/
Top 25 Coaching Questions: A proven framework for motivating change
by Wendy Gordon based on feedback from Katie Ziemer
The coaching questions below are designed to help you explore assessment results, find meaningful connections, and establish a plan for future coaching sessions. The structure of these questions is inspired by the ADAPT interview framework popularized by Thomas N. Ingram, who believed that a series of strategic questioning ‘stages’ was the most effective way to establish awareness of a development need.
To best motivate behavioral change, our 25 favorite coaching questions are broken into six stages.
Build Rapport
The first step is to creating a sense of ease and establishing common goals between you and your client. Questions to ask first include:
1. How does today’s purpose/agenda sound to you?
2. What was your reaction to taking this assessment?
3. What are your expectations or goals for this feedback session?
Validate Facts
Next, establish the truth of factual information, such as assessment results. You can ask:
4. Does anything surprise you?
5. Would you say this is a real strength of yours?
6. This suggests to me that____. Is that true of you?
7. Is there anything unusual going on in your life right now?
Uncover Development Areas
In the third step, the goal is to acquire a full understanding of any areas for development that may be present. As a coach, you want to probe for details to clarify your client’s thoughts, feelings, opinions, and expectations.
Meaningful questions here are:
8. What areas stand out for you as things you’d like to focus on?
9. How satisfied are you with the way you are currently performing in this area?
10. What would be the impact if you could do ___ better?
11. What is the message here?
12. What prevents you from being effective in this area?
13. Why is that so frustrating?
Establish Relevance
Next, activate interest in finding a solution. You can gauge the possibility and desire for change by connecting the importance of your conversation to your client’s work. Try asking:
14. It sounds like it is important for you to ___ on the job. Is that correct?
15. How long have you been doing that?
16. Is it realistic to expect that you can continue doing ___ over the long term?
17. To what extent is that effective for you?
18. How is that behavior working for you?
Explore Benefits
The goal here is to help your client become aware of the benefits of change by considering the positive outcomes associated with a particular solution. “If… then” questions help the client project an ideal state of operating without difficulty. You could ask:
19. What is the ideal situation here?
20. If you had a choice, what would you do?
21. If you didn’t have to deal with ____, how would things be different?
22. What kind of support would be helpful?
Transition
The final step involves discussing the next steps and establishing the client’s commitment to continue working with you. Questions to help close the conversation are:
23. How committed are you to this?
24. What would you like to focus on now?
25. I propose that we____. Does that sound good to you?
This stepwise process is helpful not only in an initial interview or debriefing session, but can be used throughout the coach-client relationship to determine if your client’s goals have changed, whether modifications to your processes are warranted, and to re-establish your client’s commitment along the way.
Part 2) 1/16/2012 4pm with Alexandra Berose
Part 2) 1/16/2012 4pm with Alexandra Berose
What is your intention for asking the question?
- Use positive regard
- Suspend judgment
Questions for discovery, change, life purpose, awareness, etc.
- Tell me more…
- What do you intent to do about…
- How is that serving you today?
- Can you give yourself permission to…
- Instead of “Does that really matter in the grand scheme of it all?” ask “What is the importance of this in your life?” More open.
- What is the impact of your decision 10 minutes from now, 10 days, 10 years?
- In which ways is this aligned with your values, passions, goals?
- What possibilities exist that we have not thought of yet?
Beware of WHY questions. In therapy they ask why, in coaching you want to keep the focus on here and now, not the past. You want to keep pushing towards action. Asking why can seem like they need to justify themselves, may get defensive, can seem like being judged. Can use why questions for discovery, but just know your purpose. For example, “Why can’t you? Can help client open up their mind to a different perspective.
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