🌹Coaching guide

REFLECTIVE	Repeating the statement in the form of a question. Often used to check understanding and to help the coachee to ‘hear’ themselves.
HYPOTHETICAL	The ‘what if …’ question. Jumps the hurdle. How would you love it to be…
OPEN	The form of the question does not suggest the answer – the answer remains ‘unknown’ until the other person responds. Open questions often begin with Who, What, Where, When, Which, How. • What result do you want? • Where could you make changes? • How could you approach that differently? • When can you achieve it by? Open questions invite more.
SILENCE	Be comfortable with silence. Resist filling in the gaps for others. Allow time for ‘digestion’ and thinking.
ENCOURAGING	Can you tell me more about …? Inviting more exploration and depth. Is there anything else? (We usually will think of something when asked this).

TRY TO AVOID

Why questions - Can come over as judgemental, interrogative or blaming Answering your own question Asking a leading question - We disguise ‘advice’ by framing within a question. Asking a multiple question - Too many questions can simply confuse. Closed Questions Knowsey Questions - Asking something the other person already knows!

TOP TIP

If you notice your coachee is waiting for you to ask the next question, then you have

control of the baton and thereby control of the exchange. You will be doing most of the

work and the coachee will be passive. Ideally, the coachee should have the baton and be actively doing most of the work. Give it back

THE GROW COACHING MODEL

GOAL WHAT DO YOU WANT? (Future focus) we need to understand what we wish to achieve to begin a process of change and accomplishment. Fluffy goals can often lead to a fluffy session. Goals are solution focussed and best expressed succinctly in the positive.	REALITY WHAT IS HAPPENING NOW? (Clarity) A thorough exploration of the current reality can often elicit new perspectives.
OPTIONS WHAT COULD YOU DO? (Ideas) Resist jumping in to this area too soon. Watch out for a rise in energy in Reality. New perspectives often spark new ideas. Keep the questions open and ask, “Is there anything else” – we usually think of something when asked this.	WILL WHAT WILL YOU DO? (Action) The emphasis is on how committed the coachee is to the action. Be clear about ‘what’ will be done, and ‘when’ it will be achieved by – the more specific the intention the better

Further Reading

Folder of resoureces

COACHING SKILLS FOR LEADERSHIP manual.pdf

Some slides from the video that is here

So turning:

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