In the last article, I discussed Why You Should Ask These Seven Coaching Questions. In the following article, I will outline the Foundation, Kickstart, Strategic, and Deep Dive questions you should ask your team or clients. I hope you will find them useful and use them in your coaching conversations. The questions are listed in order of importance. If you're still not sure which one to start with, check out the rest of the articles for an overview of coaching questions.
Why you should ask these 7 coaching questions
Michael Bungay suggests that coaches use "7 Coaching Questions" in their sessions. These questions will allow you to get to the heart of the person you are coaching. They help you find out the person's interests, challenges, and concerns. They can also help you better understand your own style and approach. The first three questions form a solid script for your coaching conversation. Pick one and acknowledge the answer before moving on.
Emotions are vital in most coaching situations, as they energize motivation and create motion. Using powerful questions during your coaching sessions will help you uncover specific work that activates energy. These questions also help you learn from the process, so they're useful outside the coaching sessions. And since you don't have to memorize the list in order, you can practice them outside of the coaching session, and they'll never go out of style.
Foundation question
A foundation question is a key tool for coaching. Asking this question forces the coachee to dig deep into a subject and make it personal. Often, a coachee will provide a surface-level response and then use a phrase like, "so what do you really want?" to drill down into the root of the issue. The goal of this question is to move past surface-level wants and to identify the employee's real needs.
"What is the real challenge here for you?" gets to the core of a person's problem, and it slows down the rush to action that busy managers are prone to. By slowing down and focusing on the real issue, managers spend their time solving the real challenge. Those three questions form a solid script for coaching conversations, whether formal or water-cooler-style. The key is to start strong and deepen the conversation over time.
Kickstart question
The Kickstart question for coaching helps you tune into your client's heart and mind. A Kickstart question can lead to richer discussion in less time than talking about the weather or local sports team. The client may be interested in the topic you have chosen, but it's pointless to start a conversation by asking them a question about the weather. Get to the heart of the matter. Your client's feelings will inspire your coaching sessions.
"What else has been on your mind about your students lately?" - this is a great way to break the ice. When asked by the teacher in question, it will spark a conversation between the teacher and the coach. The teacher may share more concerns than before. This can be a fruitful coaching cycle for both the coach and the student. The Kickstart question for coaching is an excellent way to engage the teacher and make the coaching experience a collaborative one.
Strategic question
How to ask a strategic question in coaching? When a coaching relationship is at a crossroads, the most effective coaching question is the one that removes perceptual blind spots. By asking a specific question, a coach can make the subject relevant and motivate the person being coached. Here are some examples of strategic questions. All of these questions are based on a systemic frame of reference. To use the most effective strategic question, you must be clear about the client's own mindset and beliefs.
Developing a strong coach-client relationship is key in asking a strategic question. It is crucial for a client to be open to the questions that a coach asks. A strategic question is designed to challenge a client's perceptions and behavior and must be accepted by the client. There are several types of strategic coaching questions, depending on the content and form of the question. Here are some examples:
If you're saying yes to this, what are you saying no to?
Before you ask others to help you with a task, think about what you're saying no to. Asking someone if they're willing to help you might be a great way to build a mutually beneficial plan. It is important to remember that you may need to say "no," but you may find other ways to reduce stress. You may even find ways to get people to help you out with something you'd normally be hesitant about.
By learning to say "no," you can be much more effective and productive. When you have the option to say "no" and make the best decision possible, you'll be able to accomplish more in the long run. When you're saying no, you'll be able to avoid the embarrassment that comes with being rude and unappreciative. You'll also be more effective at saying "no" if you're able to identify your primary goal, weigh the risks and benefits, and then stick to it. Then, if the other person wants something, you shouldn't let their motives influence your decision. Moreover, if you're not sure, you can say "no" without apologizing.
