# 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. |
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| 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.
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| 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). |
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| 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!
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**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.
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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
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## Further Reading
[Folder of resoureces](https://drive.google.com/drive/folders/1V-hJyA_XBTVRq8O_R58kPzNIdIm8Bxnk)
[COACHING SKILLS FOR LEADERSHIP manual.pdf](https://drive.google.com/file/d/1Ny4ntj13FHf3wWktV7HOFSmRq7WI1yAf/view?usp=sharing)
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Some slides from the [video that is here](https://drive.google.com/drive/folders/1V-hJyA_XBTVRq8O_R58kPzNIdIm8Bxnk)
So turning:
In to:
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