DreamPirates logo DreamPirates
business

Effective Coaching - A Question of Questioning

- By boyd
Publish Date : 2021-05-12 07:35:57
Effective Coaching - A Question of Questioning

Questioning is the critical component of all coaching, it is the principle that coaching is based upon and all good coaches realise that the key to unlocking an individuals potential is through a good use of questions.

In its simplest form coaching could exist on the following three questions:

What worked well?

What didn't work so well?

What will you do differently next time?

In any given developmental scenario, these questions can be used as a fail-safe approach to questioning. The output responses are what will drive an individual on to better performance.

This process is extremely simple and will work in most impromptu coaching scenarios. We have a tendency to overcomplicate processes in business and this for me really demonstrates that often the simplest methods are those that work best. Of course there are times when your coaching will need to be more specific and focused on the individuals needs.

When coaching to develop people it is usually best to avoid starting a question with 'why?' The reason for this is that by using 'why' we are establishing something as fact. For instance; when I ask a question like, 'Why do you think you are not good at selling?' we are subconsciously telling that person that the idea of them not being able to sell is already established. This of course, will undermine their confidence in this area and will ensure that our work to help them meet an objective to start selling is going to be made all the harder.

An example of what you could say instead of 'Why do you think you are not good at selling?' might be, 'What is it about selling that you find difficult?' This could then easily be followed up by a positive question of, 'When have you been successful at selling?' This is positive re-enforcement and will help the coachee establish the positive elements of their experience.

You may feel that this approach is not as direct. However, you should consider what it is you are trying to achieve. If you want to let someone know that they are no good at something, sure, go for the direct approach, but if you want to develop them, use effective questions.

 

 

https://canvas.rice.edu/eportfolios/767/Sloane/Unique_HPE6A70_Exam__PDF_Questions_for_Passing_in_the_First_Attempt
https://canvas.rice.edu/eportfolios/767/Sloane/Preferred_HPE6A71_Exam__PDF_Questions_for_Passing_in_the_First_Attempt
https://canvas.rice.edu/eportfolios/767/Sloane/Unique_HPE6A72_Exam__PDF_Questions_for_Prep
https://canvas.rice.edu/eportfolios/767/Sloane/Unique_HPE6A73_Exam__PDF_Questions_for_Passing_in_the_First_Attempt
https://canvas.rice.edu/eportfolios/767/Sloane/Unique_I40420_Exam__PDF_Questions_for_Prep

By using questions and encouraging the individual to come up with their own answers, we are instilling a strong sense of ownership. If we as coach provide the answers, then the coachee has no reason to take action as they might not see the value. If a coachee does not complete an action they set themselves then the responsibility for failure is theirs.

Of course, the flipside of this is that success for the coachee is so much sweeter when they realise that the positive result is down to them.

Andrew is the Managing Director of Trainer Bubble Ltd. who provide training course materials, training games, exercises and other useful tools for trainers and managers. This is an excerpt from the 'Coaching at Work' training materials. You can view these great training resources at our website Trainer Bubble

Questioning is the critical component of all coaching, it is the principle that coaching is based upon and all good coaches realise that the key to unlocking an individuals potential is through a good use of questions.

In its simplest form coaching could exist on the following three questions:

What worked well?

What didn't work so well?

What will you do differently next time?

In any given developmental scenario, these questions can be used as a fail-safe approach to questioning. The output responses are what will drive an individual on to better performance.

This process is extremely simple and will work in most impromptu coaching scenarios. We have a tendency to overcomplicate processes in business and this for me really demonstrates that often the simplest methods are those that work best. Of course there are times when your coaching will need to be more specific and focused on the individuals needs.

When coaching to develop people it is usually best to avoid starting a question with 'why?' The reason for this is that by using 'why' we are establishing something as fact. For instance; when I ask a question like, 'Why do you think you are not good at selling?' we are subconsciously telling that person that the idea of them not being able to sell is already established. This of course, will undermine their confidence in this area and will ensure that our work to help them meet an objective to start selling is going to be made all the harder.

An example of what you could say instead of 'Why do you think you are not good at selling?' might be, 'What is it about selling that you find difficult?' This could then easily be followed up by a positive question of, 'When have you been successful at selling?' This is positive re-enforcement and will help the coachee establish the positive elements of their experience.

You may feel that this approach is not as direct. However, you should consider what it is you are trying to achieve. If you want to let someone know that they are no good at something, sure, go for the direct approach, but if you want to develop them, use effective questions.

By using questions and encouraging the individual to come up with their own answers, we are instilling a strong sense of ownership. If we as coach provide the answers, then the coachee has no reason to take action as they might not see the value. If a coachee does not complete an action they set themselves then the responsibility for failure is theirs.

Of course, the flipside of this is that success for the coachee is so much sweeter when they realise that the positive result is down to them.

Andrew is the Managing Director of Trainer Bubble Ltd. who provide training course materials, training games, exercises and other useful tools for trainers and managers. This is an excerpt from the 'Coaching at Work' training materials. You can view these great training resources at our website Trainer Bubble.



Category : business

where tensions are particularly

where tensions are particularly

- We live in the key swing state of Florida, where tensions are particularly high during elections. With her, and others, Ive seen the dissolution


Digital Health Market will grow substantially by 2027, Globally

Digital Health Market will grow substantially by 2027, Globally

- Digital Health Market Report, Size 2021: Global Trends, Top Players Updates, Future Plans, Industry Impact and Forecast till 2027


Is Personal Loan Worth to Apply in UAE?

Is Personal Loan Worth to Apply in UAE?

- A personal loan is a sum of money that you can buy for various reasons. Banks, credit unions, or online lenders can make personal loans.


Get Exactly What You Want When You Sell Your Junk For Cash

Get Exactly What You Want When You Sell Your Junk For Cash

- At the time Ezy cash for cars caboolture is the ideal solution for you, when you come across an old and unused car that needs a good scrubbing.