Questioning

Techniques

For

Coaches

THE QUESTIONING TECHNIQUES

A. The importance of Questioning

1. In helping a client develop, asking the right questions is an important basic method skill for the coach.

B. Asking Versus Telling

1. The power of the question lies in the fact that it compels an answer. If we ask the right questions, we will get the right answers – in terms of information, experience, reactions, or other data that we seek. If we ask the wrong questions, we will, of course, get the wrong answers.

2. Asking has many advantages over telling. In the first place, to guide effectively a coach must have adequate information. Indeed, a person’s decisions are only as good as their information.

A coach can never know as much about certain problems as their client. Without sufficient, adequate information, coaches will make poor recommendations and lose the respect of the client.

3. A coach does not ordinarily resort to telling their client what to do or how to do it. Rather, the coach invests time in discovering feelings and sentiments.

4. Telling emphasizes the authority differences, the status differences, and the “me-over-you” position. In a certain sense, telling may convey that you think he/she does not know, that you think he/she may be inadequate, that he/she is incapable of thinking and doing for themselves and the like. This is the opposite of what we want to accomplish in coaching and developing people. On the other hand, our inquiries put us in a much better position psychologically to give information, extend help, pass on advice, or even be directive.

5. Telling and ordering tends to do something to weaken the self respect, the sense of independence and initiative. It increases their dependence and retards development as a self-directed, fully functioning person. Asking, questioning and listening, on the other hand, tends to stimulate, motivate, and encourage the client to take initiative and responsibility.

C. Questioning – A Basic Coaching Skill

The proper use of questioning methods can have an important effect in building a coaching relationship that is stable, satisfying, and productive. Once a coach has this basic attitude the next need is:

a. To understand the different types of questions – their nature, purpose and use.

b. To understand the direction of questions – how to channel and handle them.

c. To develop skill and proficiency in using questioning techniques in appropriate situations.

3. On the following pages are set forth in columnar form the basic types of questions, their purpose and formulation. In addition, there is a listing showing how questions can be channeled in a group relationship.

THE QUESTIONING TECHNIQUES

TYPES OF QUESTIONS

TYPE / PURPOSE / EXAMPLES
FACTUAL / 1. To get information.
2. To open discussion. / 1. All the “W” questions: what, where, why, when, who, and how?
EXPLANATORY / 1. To get reasons and explanations.
2. To broaden discussion.
3. To develop additional information. / 1. “In what way would this help solve the problem?”
2. “What other aspects of this should be considered?”
3. “Just how would this be done?”
JUSTIFYING / 1. To challenge old ideas.
2. To develop new ideas.
3. To get reasoning and proof. / 1. “Why do you think so?”
2. “How do you know?”
3. “What evidence do you have?”
LEADING / 1. To introduce a new idea.
2. To advance a suggestion of your own or others. / 1. “Should we consider this – as a possible solution?”
2. “Would this – be a feasible alternative?”
HYPOTHETICAL / 1. To develop new ideas.
2. To suggest another, possibly unpopular, opinion.
3. To change the course of the discussion. / 1. “Suppose we did it this way – What would happen?”
2. “Another company does this – is this feasible here?”
ALTERNATIVE / 1. To make decision between alternatives.
2. To get agreement. / 1. “Which of these solutions is best, A or B?”
2. “Does this represent our choice in preference to - ?”
COORDINATING / 1. To develop consensus.
2. To get agreement.
3. To take action. / 1. “Can we conclude that this is the next step?”
2. “Is there general agreement then on this plan?”

THE QUESTIONING TECHNIQUES

DIRECTION OF QUESTIONS

TYPE / PURPOSE / EXAMPLES
A. OVERHEAD: Directed to group.
/ 1. To open discussion.
2. To introduce new phase.
3. To give everyone a chance to comment. / 1. “How shall we begin?”
2. “What should we consider next, anyone?”
3. “What else might be important?”
B. DIRECT: Addressed to a specific person.
/ 1. To call on person for special information.
2. To involve someone who has not been active. / 1. “John, what would be your suggestions?”
2. “Jane, have you had any experience with this?”
C. RELAY: Referred back to another person or the group.
/ 1. To help leader avoid giving own opinion.
2. To get others involved in the discussion.
3. To call on someone who knows the answer. / 1. “Would someone like to comment on Bill’s question?”
2. “Carol, how would you answer Bill’s question?”
D. REVERSE: Referred back to the person who asks question.
/ 1. To help leader avoid giving own opinion.
2. To encourage questioner to think for himself.
3. To bring out opinions. / 1. “Well, Donna – how about giving us your opinion?”
2. “Bob, will tell us first what your own experience has been?”