A QUESTION OF COACHING

A PROACTIVE WAY TO ACHIEVE GOALS AND TO SOLVE PROBLEMS

The questioning process we use in this coaching method follows a particular sequence. We call it the GROW sequence Goal Reality Options Way forward The questioning process starts by establishing a goal in order to give the client something to aim for. Questions then clarify where the client is now and remind them what they have done about the issue so far. Questions are then used to help them to come up with different things they could do to move forward. Once the option is selected, questions are used to create a plan of action for that all-important first step. And that is what we focus on in coaching taking that first step. This method is used because it avoids many of the shortcomings of other processes. For example, how often have you heard This is our objective and this is what you will do about It.? It seems sensible but, firstly, it involves only Goal (objective) and the Way forward; it ignores Reality and Options and, secondly, it is command and control management. And what about: We have a problem. What do you think we might do about it? That is Reality and Options. No Goal and no Way forward. GROW covers all bases. Following is a comprehensive list of coaching issues and questions. These are a basis for coaching, not a script. As you practise coaching, you will realise that to be effective you must follow the clients thinking and so your questions should be based on the answer to the previous question. It is also CRITICAL to get an answer to the question asked, otherwise you will go off track. If the client answers a question with a story or a different topic, say you understand and ask the question again. Truly effective coaches listen to their clients answers and ask related questions. Using the GROW model as a structure, you will then be able to add other effective questions to the model to get a better result, for example, curiosity questions, incisive questions, laser questions as well as the more standard open questions. You will also find that sometimes the client will cover more than one of the questions in their answer, in which case it is not necessary to ask the question again (although use your judgement on this as sometimes it

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can be very powerful). In addition, some of the questions may not be relevant to a particular subject and/or a more effective question is required (see effective questions), so again be selective. Before you can help someone establish a goal, they must have an issue, topic or problem to work on. Therefore, the sequence is preceded by clarifying the issue. This is the first step.

ESTABLISHING THE ISSUE ON WHICH TO BE COACHED

(Typical time required- 3-5 minutes) Remember only use questions where appropriate

1 Please tell me the issue you want to work on. Ensure that it is a real issue and that it is important to them.

2 Can you say it in one sentence, so that you can easily keep it in mind? If they said something in negative terms, ask them to convert it to a positive goal? For example, if they want to do less fire fighting, that is a negative way of saying that they want to be more in control. If they described a fairly neutral description, for example, My issue is time management, ask them to put it into a clear statement so that it becomes a goal. For example I want to create an extra five hours per week or I will always focus on priorities.

3 What do you want to achieve in this session? ( a first step on the road to achieving your ultimate goal.)

A QUESTION OF COACHING

ESTABLISHING A GOAL

(Typical time required 10-15 minutes) 1 Think about your issue and in your minds eye go forward in time to when the issue is, as you want it to be.

2 What do you see that shows you have solved the problem or achieved the goal?

3 What are you doing that shows you have achieved your goal?

4 What are the other people doing or saying that tells you that you have succeeded in this issue?

5 How do you feel?

6 When do you want to be in this position the one that you can see in your minds eye? You must have a time-scale in mind. Next week? Next month? Next year? In 5 years. It must be realistic. If they have a big goal and a very long time-scale, you might want to focus on a part of the goal in a shorter time-scale.

7 How challenging or exciting is achieving this goal? If it is too challenging, get them to break it down into an element that they can achieve within the time-scale they set. If it is not challenging, they will either achieve it without trying or they will lose interest do they need to beef it up a little?

A QUESTION OF COACHING

8 How will you know that you have achieved your goal? Is there a measure that you can use? (Examples: Nine times out of ten, every time, 100% of target, 80% of target, be very happy to be in the same room with the other person. These are all measures that they can use.)

9 Where do you have control or influence with regard to this goal? They can only be coached on what they can do, not on what they wish someone else might do. For example, lets say that their goal is to get on with one of their team members so that they will pull their weight. It is no good being coached on what the team member should do,however it is worthwhile being coached on what they could do to help the situation to improve.

EXPLORING REALITY

Typical time required -10-15 minutes 1 What is happening now that tells you that you have an issue or problem? Example: Only hitting 50% of target, not keeping to the daily plan beyond 10.00 am by which time the telephone starts to ring and the unexpected starts to happen.

2 As well as what is happening what is missing from your Reality that you would like to have?

A QUESTION OF COACHING
3 What is happening now that is good, that you want to keep happening to contribute to achieving your goal? Get them to describe these things in terms of events, actions, behaviours, and so on, not in terms of results.

4 What are you doing right/do you feel good about that is giving you these results? Hitting 50% of target now, means they are half-way there. In this instance you would ask What are you doing right that enables you to hit 50%?

5 What have you done so far to improve things?

6 What were the results you got from doing these things?

7 How did the results compare- specifically- with what you hoped for?

8 What obstacles are in your way that prevent or hinder you from moving forward?

9 Now, let us just check in, think back to your goal for a minute. Is it still relevant? Should you focus on one part of it rather than on all of it, right now? Should you change any of it?

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CONSIDERING OPTIONS

Typical time required - 5-7 minutes Now that they have changed their issue into a goal and clarified what is going on and not going on, they are able to decide where they want to start to move forward to set about achieving their goal. Options, however, are about what they could do and not necessarily about what they will do. Ask them to let their mind run free and to brainstorm. Let silly ideas flow until they help them come up with useful ideas. Remember Post-it Notes started as a pet project of a 3M scientist who just wanted to see if you could invent re-usable glue. Car clamps came from the silly idea of fitting cars with square wheels to stop them from coming into London and blocking the streets. If they try to think of one good idea they might fail. If they think of ten silly ideas, one of them might spark another thought that gives them a brilliant idea. Remember that you are looking for a first step, not one idea that will crack the whole case there are no golden rivets or silver bullets. 1 What could you do to move yourself just one step forward? Quickly think of SIX things you could do. Dont think, dont censor, just tell me. 2 What could you do if you didnt have to explain it or be answerable to anyone? 3 What could you do if money were unlimited? 4 What if you could devote all of your time to this one thing? What would you do then?

A QUESTION OF COACHING
5 What could you do if you knew that there were no adverse consequences?

6 What could you do if no matter what happened, everyone said Well done for trying?

7 If you went to someone who had already achieved this and dealt with this problem, what might they suggest?

8 If you secretly know what you should do first, what would it be? Now ask them to choose one of the options. Get them to choose one that will move them forward, even if only just one step. Ask them to choose the easiest thing to do or the cheapest or the quickest, or the one they feel most comfortable doing. Once they have chosen the thing they want to work with,just check will it move them forward? If not, get them to choose something else. If it will move them forward, stay with it. 9 What is the benefit to you of doing this one thing? Make them feel better? Mean they will know something new? Change their opinion on something? Relieve the stress a little? There has to be a benefit.

A QUESTION OF COACHING

WAY FORWARD

Typical time required 10 15 minutes Now they have their idea to move them forward, they must do something with it. This session changes an idea into an action. 1 By when do you want to have done this one thing that you have chosen?

2 What will you do? List the actions you must go through to complete this thing that you have chosen.

3 How long do you think that list will take?

4 Should anyone else be involved in the list of things you are going to do to complete this thing that you have chosen?

5 What do you want this person or these people to do?

6 When will you ask/tell them?

7 Should anyone else know that you will be doing these things?

8 When will you tell them?

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9 Should telling them be your first step?

10 Should preparing notes for telling them be your first step?

11 When will you have the notes ready?

12 Are there any other resources that you need to achieve this? If the answer to this question is yes, ask when and how they can get them and obtain commitment.

13 What other resources do you have available to you?

14 This next step (repeat what it is), can you think of anything that might stop you from doing it?

15 How likely is it to stop you? If not likely, fine; but if very likely, should doing something to stop it from stopping you be your first step? 16 What will you do to stop it from stopping you?

17 Earlier you wrote down when you would complete this first step. Is that time-scale still valid?

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18 What else could you do to make it work?

19 Is there anything else you need to consider before you begin this first step?

20 You previously said how long you would need to spend on this first step. You have said when you will have it finished. Now put the two together when will you actually start? Be specific day, time, place. Get them to write it in their time planner NOW!

NAILDOWN
(3 5 minutes) Finally, use a scale of 1 to 10 to answer the last three questions 1 = definitely will not or could not be lower 10= definitely will or could not be higher

1 How strong is your intention to take that first step?

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A QUESTION OF COACHING

2 How high is your enthusiasm for taking that first step?

3 How strong is your commitment to taking that first step?

Experience tells us that a score of 7 or below on intention and commitment means that it will not get done. If they score 7 or less, ask them, what has to happen for them to raise that score? Perhaps that is where their first step should be. 4 Is there any thing else I can help you with?

Well done, they have taken your first step!

Footnotes: After they have answered each question, watch their body language, feel their breathing. You may find that you sense that they are not telling you everything. If you get a sense of this ask Is there anything else? Remember after each answer to leave 3 seconds (1.1000, 2.1000, 3.1000) Challenge any assumptions, remember that many decisions and views are based on assumptions.

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A QUESTION OF COACHING
Use the question why? cautiously and preferably not at all. This question has negative implications and should be avoided and never used in isolation. For example you may be tempted to say something like Tell me, why would you do that? however, always a better way would be to say Tell me, what would make you do that?

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