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:
Î 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. Î 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:
Î 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 reaching their goals (this is their emotional connection to the goal)? How will improving the area you are coaching them to improve help put them on the path toward reaching these goals?
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