Coaching Without Interrogating
Suggested Strategy: The balance between questioning in an
interrogating manner and having a coaching conversation comes from
the kinds of questions you ask. Use open, thought-provoking questions
to invite conversation rather than being directive, as well as reflective
coaching to give the individual time to evaluate their responses. This
strategy also works well with a particularly defensive coaching target.
Suggested Questions:
→ Open-Ended Question: Use words like why and how to draw more
thoughtful responses and use follow-up or drill-down questions to create
the conversation.
→ Example: “In what ways do you think you could
(insert
improvement area) to reach success in your position and why do you
think those strategies would be successful?”
Suggested Activities:
→ GOAL-Based Coaching: What does the individual aspire to become
Great at in their career? What Opportunities might be afforded to the
individual as a result of becoming great? What Actions must the
individual take to bring those opportunities within reach? What will the
individual Love about reachingtheir goals (this is their emotional
connection to the goal)? How will improving the area you are coaching
them to improve help put them onthe path toward reaching these goals?
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