Luis Goncalves
Last updated on | Agile Coaching/Team Coaching

5 Great Reasons About The Importance of Coaching Questions

by Luís Gonçalves
importance of coaching questions

5 GREAT REASONS ABOUT THE IMPORTANCE OF COACHING QUESTIONS

Hi guys, this week I am writing about the importance of coaching questions. This blog post is inspired by a fantastic book that I read some time ago; this book can be found on Amazon. If you are interested in the topic of coaching questions check this post that I wrote some time ago: “10 Deadly Mistakes We All Do With Coaching Questions.”

The benefit of coaching opposed to advising is that asking coaching questions allow people to think, produce believable answers that can motivate them to act based on their ideas. Asking helps us to implement creating a capability to the problem. Another great importance of coaching questions relies on the fact that can be used to “Initiate Significant Conversations.”

Asking questions also clarifies relationships between people. Advisors, mentors or consultants are experts, the role makes them a superior. Coaches ask for ideas. Thus they are a peer. Questions praise a coach as a person and make a value equivalent.

How come this kind of approach changes the relationship and yourself? Just imagine that advisor conversation is typically one-sided. The conversation is just about him, about his thoughts and ideas. People do not like when others talk about their opinions all the time. But we do not see the fact we do it often ourselves.

The coaching pursuit helps your conversations to be less egoistic, minimize your thoughts, guidance. More importantly, it helps you to drive the conversation around the answers that might work. You will listen more to another person, your coach, and you reduce your input so that others can increase it. And that´s when the light comes in. The more you listen to others, more you realize how capable they are. You will realize how much they can do with a little assistance.

There are five reasons to ask questions.

The Coachee knows all the information

You know more than anyone else. All information is in your memories. For example, if you want to improve a relationship with your colleague, you are the one who remembers all situations when working with that person and you can remember things that collaborated with other partners in the past, you know all details about the culture at the workplace. This means that the coach does not have such information, it´s only you who owns this.

Asking Creates Buy-In

The expectation with coaching is that the core of the change is not knowing what to do but it´s the key is motivation. According to many studies, the research shows that people are motivated to achieve their solutions and ideas. That means that when the coachee produces a less ideal solution, it usually ends up with better results than if the coach would give a better solution.

Asking helps to empower

People think that coaching helps them to make big decisions. Often they already know what they should do, they just miss the confidence and need someone to push them to do the step. Self-confidence is crucial in change. When you take others opinion vigorously, it is often encouraging. Asking can directly empower people to do things they couldn´t do.

Asking Develops Leadership Capacity

Leaderships equals to taking responsibility. Coach is a leader. When a leader sees a problem, he usually says that someone needs to do something about it. It´s exactly what the coach does. By asking, the coachee is not anymore dependent on the answers from the coach.

Asking Creates Authenticity

The asking approach is the fastest way to build trust and transparency. The great thing about it is that we allow others to see the value of their ideas and help them to honor themselves. When you talk about things that people care about, the changes they make are life-changing.

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Luís Gonçalves

About Luís Gonçalves

https://plus.google.com/u/0/+LuisGonçalves1979

Luis Gonçalves is an Entrepreneur, Author & International Keynote Speaker. He works with Senior Executives to implement his ‘Organisational Mastery’ system so they can greatly increase the effectiveness and efficiency of their organisations; enabling them to become recognised and highly rewarded Leaders.

Comments

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  1. Hi Luis,

    I guess this post is needed because most people that have labelled themselves ” Agile Coach” aren’t really coaches. Anyone with a real (and/or certified) coaching background knows that asking questions is one of the paramount strategies (in addition to mentoring, training and facilitating). Thanks for helping people to understand that the “coach” part of the role is a really important one.
    Best regards, Astrid

    1. Thanks Astrid 🙂 and yes that´s why I wrote this (most people that have labelled themselves ” Agile Coach” aren’t really coaches).

      I will write a serious of blogs on the topic 🙂

      Cheers,
      Luis

  2. Hi Luis,

    Could not agree with you more. In fact, you can read follow on books that shows you how to handle these conversations even more skillfully. They are both written by David Rock and is deeply rooted in NeuroLeadership. Everything you just identified comes through very strongly in these books again. The book titles are:
    – Quiet Leadership and
    – Your Brain at Work

    Enjoy, and I would like to hear your thoughts again once you have read those books.

    Aldo

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