Today’s Tuesday Reading is from Glenn Brule, Program Leader and Leadership Coach at MOR Associates. Glenn may be reached at [email protected] or via LinkedIn.
Great leaders aren’t just decision-makers—they are coaches who help others think, grow, and take ownership of their challenges. However, many leaders fall into the trap of giving advice too quickly rather than guiding their teams to find solutions. Michael Bungay Stanier’s book, The Coaching Habit, offers a simple yet powerful framework to transform how leaders coach by asking better coaching questions.
Why Leaders Need to Be Coaches
Leadership isn’t about having all the answers; it’s about empowering others to think for themselves. Coaching helps:
- Build problem-solving skills in your team
- Foster trust and open communication
- Encourage ownership and accountability
- Free up your time as a leader by developing independent thinkers
But how do you coach effectively without turning every conversation into a long, drawn-out session? The answer lies in asking the right coaching questions.
The Seven Essential Coaching Questions
Bungay Stanier introduces seven powerful questions that can deepen conversations and shift a leader’s mindset from advising to facilitating self-discovery. Let’s explore them and how to use them effectively in leadership.
1. The Kickstart Question: “What’s on your mind?”
Instead of starting with small talk, this question invites team members to dive into what’s truly important to them. It signals that the conversation is about their priorities, not just a generic check-in.
How to use it:
- At the beginning of one-on-one meetings to uncover pressing issues
- When a team member seems overwhelmed but hasn’t voiced concerns
2. The AWE Question: “And what else?”
This simple yet powerful question encourages deeper thinking. It prevents leaders from jumping to conclusions or giving advice too soon by ensuring the conversation explores all angles.
How to use it:
- When someone presents a challenge, ask “And what else?” to uncover hidden layers
- Use it multiple times to help your team articulate their thoughts more fully
3. The Focus Question: “What’s the real challenge here for you?”
Leaders often get sidetracked in solving surface-level problems. This question redirects the conversation toward the core issue, helping team members clarify their real challenges.
How to use it:
- When a team member is stuck on a problem and needs clarity
- In conflict resolution discussions to identify the underlying issue
4. The Foundation Question: “What do you want?”
This question helps team members take ownership of their needs and desires. It also prevents assumptions, ensuring you respond to their actual needs rather than what you think they need.
How to use it:
- When someone seems unsure about their direction
- To help a team member set clear goals and expectations
5. The Lazy Question: “How can I help?”
Rather than assuming what support is needed, this question encourages team members to be explicit about their needs. It also reinforces a culture of autonomy rather than dependency.
How to use it:
- When someone brings a challenge to you, instead of offering solutions right away
- To empower your team to articulate the specific help they need
6. The Strategic Question: “If you’re saying yes to this, what are you saying no to?”
Leaders and teams often over-commit. This question helps them evaluate trade-offs and prioritize effectively.
How to use it:
- When a team member is juggling multiple projects and struggling with prioritization
- In decision-making discussions to assess the impact of taking on new work
7. The Learning Question: “What was most useful for you?”
Reflection is key to growth. Ending conversations with this question reinforces learning and helps the leader and the team members improve future interactions.
How to use it:
- At the end of coaching sessions or meetings
- When wrapping up a feedback conversation
Putting Coaching Questions into Practice
Transforming from an advice-giving leader to a coaching leader takes practice. Here are a few ways to start:
- Pause before giving advice. Before jumping in with a solution, ask one of these questions first.
- Listen actively. Focus on understanding the other person rather than formulating your response.
- Make coaching a habit. Integrate these questions into your daily leadership conversations.
By mastering the art of asking the right coaching questions, leaders can unlock the full potential of their teams, fostering a culture of growth, accountability, and deeper thinking. Coaching isn’t about having all the answers—it’s about helping others find the answers themselves.
Which coaching question are you most excited to try?
Last week, we asked which of the following areas is hardest to articulate clearly for smarter strategy?
- 59% said delivered value
- 14% said customer satisfaction
- 14% said service costs
- 13% said adoption rates
As we plan strategically, almost 3 in 5 of us find the value of what we deliver to be the most difficult to articulate. If you’re struggling here, consider why you are providing the service. Once you answer that, ask why that answer is important. Iteratively repeat that question a few times. Then articulate how the service measures up to that value statement.