Coaching is an important leadership skill, and whilst there are many ways to increase your proficiency at coaching an excellent starting point is to read Michael Bungay Stanier’s book “The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever.” However, for a quick go-to guide, here is a coaching framework of 7 simple questions, adapted from his work and aligned with the well-known GROW model.
Question 1: What’s on your mind? When you pose this question, responses like “nothing really” may arise. However, it’s crucial to provide space by refraining from speaking and waiting until they genuinely open up. If you have a specific topic in mind, ask directly, for example, “How is it going with…?”
Question 2: And what else? As there is always more, the initial issues raised may not be the real issues. Think of it as laying everything out on the table to uncover the true concerns and focus areas. Repeat this question until you hear “there is nothing else.”
Question 3: What’s the real challenge for you here? Michael Bungay Stanier emphasises that the impact lies in the “for you” part of this question, so resist the temptation to shorten it. Ask this question repeatedly to delve into the core issue.
Question 4: What do you want? Once the main issue/challenge is on the table, encourage your coachee to consider what they want. It’s surprising how rarely we know what we want, making this question powerful despite its potential for discomfort.
Question 5: What ideas do you have? What have you considered so far? Encourage your coachee to clarify their options. Use variations like “And what else might be possible?” or “And what other ideas do you have?” If you have a suggestion, ask for permission before offering, maintaining the coaching conversation’s specific context.
Question 6: What are your next steps? or What are you committing to? Whether planning the very next step or a larger one, prompt your coachee to articulate their next actions.
Question 7: What do you need from me? or How can I help? This question clarifies your role. While not always necessary, it is crucial if you are a leader coaching a team member.
By embracing these questions, leaders can create meaningful conversations, foster personal growth, and transform the way they lead. Transitioning into more of a coaching style as a leader can feel uncomfortable but it gets easier with practise and there are not many ways it can actually go wrong, so it’s worth just having a go.
For leadership coaching and development contact me at Sarah Robertson Consulting or book a discovery call
