Vol 3 - Coaching : Effective Questioning Techniques Series

Effective questions are questions that are powerful and thought provoking. Effective questions are open-ended and not leading questions. They are not "why" questions, but rather "what" or "how" questions. "Why" questions are good for soliciting information, but can make people defensive so be thoughtful in your use of them. When asking effective questions, it is important to wait for the answer and not provide the answer.

When working with people to solve a problem, it is not enough to tell them what the problem is. They need to find out or understand it for themselves. You help them do this by asking them thought provoking questions. Rather than make assumptions find out what the person you are talking to knows about the problem.

For example: "What do you think the problem is?"

Behind effective questioning is also the ability to listen to the answer and suspend judgment. This means being intent on understanding what the person who is talking is really saying. What is behind their words? Let go of your opinions so that they don't block you from learning more information. Pay attention to your gut for additional information.

Powerful Questions

The following are examples of typical questions. These questions can help you improve your communication and understanding of the staff member.

1. Identification of issue:

These questions can be used in client interviews and meetings, settlement negotiations and to work with others in solving problems.

- What seems to be the trouble?

- What do you make of _________?

- How do you feel about _____________?

- What concerns you the most about _____________?

- What seems to be the problem?

- What seems to be your main obstacle?

- What is holding you back from _________________?

- What do you think about doing X this way?

2. Further information:

These questions can be used in depositions and to find out what someone has already done to resolve a work problem.

- What do you mean by __________?

- Tell me more about _______________

- What else?

- What other ways did you try so far?

- What will you have to do to get the job done?

3. Outcomes:

These questions can be used in settlement negotiations or while working with staff to plan how to do something.

- How do you want ____________ to turn out?

- What do you want?

- What is your desired outcome?

- What benefits would you like to get out of X?

- What do you propose?

- What is your plan?

- If you do this, how will it affect ________ ?

- What else do you need to consider?

4. Taking Action:

These questions can be used in working with staff.

- What will you do?

- When will you do it?

- How will I know you did it?

- What are your next steps?

source : http://www.coachingforchange.com/