Leaders who coach help people solve today’s problems while developing their resources to solve, or prevent, tomorrow’s problems.
How?
Leaders who coach uncover employees’ hidden brain trusts.
How?
Leaders who coach learn the secret to formulating questions that explore.
Leaders Who Coach – The Benefits
Steve Stuck is in your office again, seeking solutions to a seemingly unsolvable problem.
“If Ed’s not on board we lose the sale. The team has tried everything possible to repair trust with him. I’m afraid we’re at a dead end.”
You know Ed and could quickly solve Steve’s problem. But if you do, he’ll be back again, stuck on another problem, seeking your advice. Over time, however, the telling approach takes more time as monthly sessions with Steve add up. The exploring approach will make today’s session with Steve longer, but he’ll learn how to find his own solutions and won’t be in your office month after month. Leaders who coach and their organizations enjoy two benefits. Investing time now, saves time later as you continuously develop the organization’s talent.
The Secret Formula for Questions that Explore
The secret formula is built on 4 premises.
- Your role is not to be the smartest person in the room, but to develop smart people.
- There are a finite number of problem types and ways to solve them.
- Steve has probably solved a similar problem before
- Something is preventing Steve from seeing the problem as familiar.
- Your job is to help Steve see and remove what’s blinding him.
Once you settle into the 4 premises, you can readily formulate questions that explore. Find a lever question, one that helps Steve get unstuck so he can develop his own solution.
Sample Question Types
- Magical Moment Questions ask Steve Stuck to recall a similar situation in which he solved the problem.
“Let’s put the problem with Ed aside. Is there a time in your life when you’ve had to rebuild trust with someone?” What did you do? What critical questions did you answer about the situation, yourself, the other person, and the relationship to solve the problem?
Next question: What about the situation with Ed prevented you from seeing the solution
I was too focused on winning the sale. I needed to loosen my grip, so I could see the real source of broken trust with Ed. I need to apologized to him and let him know from now on, I’ll check in with him before talking to his boss.
2. One Thing I Need to Know Questions ask what’s missing, what one thing will help Steve Stuck understand how to solve the problem.
“I need to know how other people have rebuilt trust with Ed”
“How can you find the answer to that question?”
“Sarah and Ed have a close relationship. He trusts her. She’s used our software in the past and is an advocate. I can ask her in confidence.”
Desired Outcome Questions ask what it looks like when the problem is solved, and what first step will get to that solution.
Steve and I are smiling, shaking hands. Our teams are smiling too. We’re all pleased to be moving forward.
Now you know the four premises and three question types.
Have fun. Explore. Join leaders who coach – the ones who help others find the way to their own solutions. If you get stuck, give me a call. We’ll explore the path to your answers.