So …. I tried to post a link to a September 15 Globe and Mail article entitled ‘Managing Change, Don’t Boss Them Coach Them.’ Thought a list it included of 25 general coaching questions could be useful. But when I tested the link, no joy!
So I decided to offer some of my own not so general coaching questions instead, because I’m still thrashing around the subject I really want to talk about – jop fit or as Yoda would say, “job not-fit!”
Activating here and now motivation
- What’s important to you about doing or not doing (fill in the task/action?)
- And if there were one thing more?
- What do you want to achieve, or avoid?
- How else might you achieve/avoid that (answer to previous question?)
- What unintended consequences could you be faced with by continuing (the current action?)
Separating facts from interpretation
- What are you/we assuming about the situation?
- How did you decide that? Or …
- I’m wondering, what evidence do you have for believing that?
- What can we see/hear/what facts support this?
- What else could be true?
Antidotes for impossibility and non-accountability stories
Great for handling “I am” + a negative like stressed, frustrated” and “I can’t ” usually followed by “because … ”
- How do you know? (‘How did you decide that?’ works well too.)
- What prevents you?
- What would happen if you could?
- Has there ever been a time when you did?
- What was different then?
- How is this a problem for you? (Great for issues expressed in long, vague, convoluted and all encompassing statements.)
- What is the best way you have handled a situation like this in the past?
- What are the moments of choice?
- What is the first step you can take?
- And the next?
Alternatively … have the person write a list of everything they feel they must do. (Rarely will people come up with more than 20 items.) Next, ask them to rank the list with A, B, C, D in order of priority. Finally ask ‘which would make the biggest shift/improvement’ if they got stared on it immediately. More on coaching skills for managers.