Coach with curiosity
Coach with curiosity
Begin a coaching conversation by asking what the person wants to work through. Explore what they have tried, what is making progress difficult and what options they can see. Avoid turning every question into advice in disguise.
Ask: “Which option would you like to test, and what support would help?” Agree one action and a follow-up point. When a matter requires a direct instruction or a decision, say so clearly. Coaching is most useful when the person has room to think and act within clear boundaries.
A workplace example
An employee brings a challenge they can solve within their role. Ask about their options and preferred approach before giving your own answer. Clarify any boundary that limits the decision.
Try this in practice
- Agree the focus of the conversation.
- Explore options and likely trade-offs.
- Confirm an action and support request.
Are you helping the person think or steering them to your answer?
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