Coaching Questions For Managers
My clients always wish they had more time to coach their team members to their highest potential, but there is a gap due to time restraints and not knowing how to do it. Don't fret because coaching your team can be mixed into your weekly 1:1's. Listening is a powerful tool for leaders, but asking powerful questions can be a game-changer. I coach my clients to bring out the best in themselves and their team members. I've compiled my top ten questions to build connection, create alignment and drive performance with your direct reports.
Tracy's Top 10 Coaching Questions For Managers:
What did you do that was enjoyable last weekend? Show genuine curiosity about their interests and passions. Share about yourself to build rapport and trust. *If you get a one-word answer, you could ask, "If you had the whole day to yourself, what would you do for fun?"
What went well for you last week? Call out one "win" they mentioned and ask what they did specifically to make it happen.
What's on your mind? Offering an open-ended question allows for a more thoughtful response.
What is your current level of stress? Offer a scaling question 1-10 and then ask exploratory questions to understand more deeply the root cause.
What is a challenge that you have at work right now? Listen for how team member can leverage their strengths into their challenges. Please encourage them to see the opportunity to grow during the challenge.
What did you learn from that project/interaction? A great follow-up question is asking what they learned about themselves from said project/interaction.
How could you publicly recognize someone? Look for ways to highlight someone else's growth mindset, ability to overcome a challenge or diligence in solving a problem?
What is one micro-goal you would like to achieve before our next 1:1? Offer a goal that includes a minimum, ideal, and maximum effort range.
How can I help you stay accountable? Explore what accountability will look like for them.
What could get in the way of you accomplishing your goal? Work with them to create a backup plan so they can feel successful.
My clients have earned their leadership positions as outstanding performers, which does not always translate to coaching others. When you urge to give advice, I encourage you to pause and ask a question instead. Questions that begin with how or what will allow deeper thinking and more robust answers. Avoid questions that can be answered in one word. Want to learn more? Check out this resource which offers more questions and information in your back pocket.
If you liked this blog, read “A New Way To Engage With Your Team”.