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Review Last weeks Goals

Week four objectives Discuss Questioning & Responding Asking thought-provoking and focused questions Types of questions and impact Giving Responses Coaching Models & Issues Awareness Vision Strategy Action Facing obstacles

Now that we know how to listen Attentively Let’s learn how to ask focused questions

Asking focused questions Incisive, revealing, and powerful questions Questions that give information – these are discovery questions Make good inquiries

Discovery questions Allow coach to learn about the client Stimulate thinking for the client Client discovers things about themselves Do not ask “WHY” questions in this phase Use the words WHAT WHEN HOW WHO WHERE MORE DIRECT QUESTIONS – TELL ME MORE ABOUT, DESCRIBE SOME THINGS… THESE QUESTIONS ARE MORE DIRECT AND DON’T END WITH A QUESTION MARK

DISCOVERY QUESTIONS AVOID QUESTIONS THAT LEAD TO “YES/NO” OR ONE WORD ANSWERS ASK OPEN ENDED QUESTIONS CLOSED ENDED QUESTION WERE YOU RAISED AND BORN IN CANADA? OPEN ENDED QUESTION TELL ME MORE ABOUT WHERE YOU WERE BORN AND GREW UP

WHAT DOES THE COACH DO? MOSTLY ASK QUESTIONS. IN NO MODEL OF COACHING DOES THE COACH PROVIDE THE ANSWERS OR ATTEMPT TO SOLVE A PROBLEM. -JOSEPH O’CONNER AND ANDREA LAGES COAUTHORS OF HOW COACHING WORKS

POWERFUL QUESTIONS Not about giving advice or telling people what to do About asking powerful questions that STIMULATE FRESH THINKING LEAD TO NEW INSIGHTS CLARIFY ISSUES EXPLORE POSSIBLITIES REFRAME AN ISSUE STIMULATE REFLECTION CAUSE PEOPLE TO THINK YOU KNOW YOU HAVE ASKED A POWERFUL QUESTIONS WHEN: The client pauses Ponders the answer And may says “that’s a good question"

LESS POWERFUL QUESTIONS SOMETIMES COACHES ASK LESS POWERFUL QUESTIONS That usually begin with Why These Questions satisfy the coaches curiosity but do not move action further Long & complicated Draws attention to the coach May be manipulative or leading into solving a problem Miss what the client is saying

Miracle questions Helping the client imagine the positive outcomes Clarifying Possibilities A good question – What are your options? What’s next?

Homework questions Require time for reflection Could benefit from longer periods of Introspection In-depth discussion with friend or accountability partner Can be done and results discussed later Good Question Between now and our next session…

Giving responses Coaches must also use responding skills to keep the process moving Adapted from counseling profession Verbal Encouragement Feedback Self-disclosure

Verbal responses Brief statements to indicate that the coach is listening That’s great I see Ok Wow Keep Going Tell me more

encouragement Gives hope Gives Acknowledgement Compliments Endorses

feedback Form of encouragement, but requires more. Deals with specific issues Includes affirmation Points to way in which there may be further action or improvement (challenges)

Self-disclosure Must be cautious to not shift focus on self and away from client Be brief and to the point with examples as necessary only to encourage or challenge, but not to remove focus from the client or even to compare in a negative way. Must be relevant to the clients situation Be careful you are not comparing that “I did it this way and you should too”

focusing on Values Strengths Spiritual Gifts Passions Attitudes Energy Drainers Past Experiences

Immediacy What needs immediate attention – consider stopping and focusing on the topic or obstacle keeping client from moving forward

Brainstorming Creative collaboration between the coach and the client Generating ideas, possibilities, options. There are no bad ideas Out of the box and outrageous ideas are acceptable and welcomed Sometimes unrealistic or unfeasible ideas give rise to another possibility Be careful to not push own ideas onto the client

debriefing This is done after something has been tried Discuss what went well and what didn’t go well Review and help the client to find a better or improved ideas or even a new ideas if necessary Helps to determine what worked and what didn’t and help plan action steps for approaching the the circumstance in the future

requesting We may have insight on how to do something or want to offer our experience, at this time we can request to make suggestions and allow the client to make a decision for themselves if it is something that would like to try Or request that they take time to before the next appointment to think through and write down possible next steps…

Coaching models & issues COLLINS BASIC CHRISTIAN COACHING MODEL AWARENESS VISION STRATEGY & ACTION OBSTACLES

AWARENESS WHERE ARE WE NOW? BECOMING AWARE OF THE PRESENT Where the client is NOW BECOMING AWARE OF THE PERSON Who the client really is

VISION: WHERE DO WE WANT TO GO? A mental picture of the ideal future What does the person want to accomplish Some people know where they want to go but not how to get there Some people don’t know where they want to go Great coaches are visionaries. Great coaches instill, nurture, and encourage vision, then model and motivate surrender to it. - Thomas G. Bandy, author of Coaching Change

STRATEGY & ACTION: HOW DO WE GET THERE? Must stimulate action and be concise Must be realistic and specific enough to reach the goal Creating a plan of action Accountability for Follow-through

Clients usually come to coaching to do things differently or to do different things. They want to set goals, come up with plans, get into action, and use the accountability of coaching to stay on track. Clients want to be in motion, not standing still, so naturally a great deal of the coach’s focus is on moving forward, envisioning the future, and helping clients create the path that will take them there. Coaching that emphasizes moving forward is focused, directed, intentional. - Laura Whitworth, Karen Kimsey-House, Henry Kimsey House, and Phillip Sandahl, coauthors of Co-Active Coaching

OBSTACLES: WHAT GETS IN THE WAY? Trip us up Slow us down Drain our energy Force us to give up Some are external and most are internal Internal progress stoppers, sometimes called our mental gremlins Group think – Be careful of obstacles can become a major influence in organizations and groups See page 124

IF YOU WANT TO HELP YOUR CLIENTS IN THE SHORT-TERM, FOCUS ON SOLVING PROBLEMS. IF YOU WANT TO SEE THEM RADICALLY TRANSFORMED FOR LIFE, CONCENTRATE ON BUILDING PEOPLE. - TONY STULTZFUZ, AUTHOR OF LEADERSHIP COACHING