Welcome to our coaching skills training FREE DOWNLOADS:
Our Coaching Skills training free resources
- FREE DOWNLOAD of Manager as Coach.
- Coaching SkillsTraining slidedeck.
- Psychological Manager book’s Manager as Coach extract. Many thanks to author Pete Storr.
Some effective coaching questions
| GOAL | What is the aim of this discussion?
What do you want to achieve longer term? What would you like to leave this room with? How can I help you? How will you know when you have achieved it? How much personal control/influence do you have over your goal? What would be a milestone on the way? When do you want to achieve this by? Is that positive/challenging/attainable? How will you measure it? |
| REALITY | What is happening now?
(who, what, when, where, how often, how much) Tell me more about that. Who is involved (directly and indirectly)? When things are going badly on this issue, what happens to you? What happens to the others directly involved? What are the consequences of that? What have you done about this so far? What results did that produce? What’s missing in the situation? What do you have that you’re not using? What’s holding you back? What has stopped you in the past? |
| OPTIONS | What options do you have?
What options have fallen out of this conversation? What else could you do? What would you really like to do if you could? What if… (time, power, money, etc) Would you like a suggestion from me? What are the benefits and costs of each? |
WRAP UP |
What option or options do you choose?
To what extent does this meet all your objectives? What are your criteria and measurements for success? When precisely are you going to start each action step? What might hinder you at each stage? What personal resistance (if any) do you have to taking these steps? What will you do to eliminate these external and internal factors? Who needs to know what your plans are? What support do you need and from whom? What will you do to obtain that support and when? What could I do to support you? What commitment on a 1-10 scale do you have to taking these agreed actions? What prevents this from being a 10? What could you do or alter to raise your commitment closer to 10? Is there anything else you want to talk about now? |
Coaching Feedback Checklist
Date: . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Coach. . . . . . . . . . . . . . . . . . . . . . . . . . . .
Coachee. . . . . . . . . . . . . . . . . . . . . . . . . .
To help you develop and build on your skills as a coach, ask your coachee (and observer, if you have one) for feedback using this checklist. It may also be useful to complete one on yourself, too.
| How effectively did I establish and maintain rapport? What did I do? | |
| How well did I listen – and how well did I show I was listening? | |
| How effective was I in asking questions to help generate insight? | |
| To what extent did I give the coachee useful and constructive feedback? | |
| Did we establish a coherent and realistic goal for the session? | |
| Did we effectively explore the current reality and the coachee’s perspectives on that reality? | |
| Did we generate a range of options? | |
| Did we clarify what the coachee will do next/create an effective wrap up? | |
| Overall, what did I do well? | |
| Overall, what should I do differently next time? | |
| Any other constructive feedback? |
Coaching Feedback Checklist (2)
Date: . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Coach. . . . . . . . . . . . . . . . . . . . . . . . . . . .
Coachee. . . . . . . . . . . . . . . . . . . . . . . . . .
To help you develop and build on your skills as a coach, ask your coachee (and observer, if you have one) for feedback using this checklist. It may also be useful to complete one on yourself, too.
| How effectively did I establish and maintain rapport? What did I do? | |
| How well did I listen – and how well did I show I was listening? | |
| How effective was I in asking questions to help generate insight? | |
| To what extent did I give the coachee useful and constructive feedback? | |
| Did we establish a coherent and realistic goal for the session? | |
| Did we effectively explore the current reality and the coachee’s perspectives on that reality? | |
Did we generate a range of options? |
|
| Did we clarify what the coachee will do next/create an effective wrap up? | |
| Overall, what did I do well? | |
| Overall, what should I do differently next time? | |
| Any other constructive feedback? |
Your own Wrap-Up
During the workshop, we covered many topics. At various points, you may have discovered an “aha” moment, based on something someone has said/done or something you have thought/done. Afterwards, you may also have obtained some insights during the coaching practicals, both as coach and coachee.
Take 15 minutes now to collect your thoughts, using this template as a guide.
| Session | Learnings/”aha” moments | How can I use this back at work? | |
| What is Coaching? | |||
| When to/not to Coach | |||
| GROW model | |||
| Coaching Requirements (belief, trust etc) | |||
| Rapport | |||
| Listening | |||
| Questioning | |||
| Feedback | |||
| Other | |||
Further reading
- “Coaching for Performance” John Whitmore. Nicholas Brealey
- “The Psychological Manager” by Peter Storr, lulu.com
- “The Tao of Coaching”. Max Landsberg. Profile Books
- “Time to Think” by Nancy Kline. Cassell
Key Learning Points
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