Asking questions is one of the most important aspects of communication. Our minds and feelings are shaped by the answers we receive to the questions we ask.

Asking questions is a mental act of learning and trying to understand life.

Sometimes we get a single word and sometimes pages of answers, to the questions that we ask.

Asking questions is the method used by those who know life and who want to learn. In order not to confuse "asking questions" with "questioning", we must master one of the most important coaching techniques, which is the art of asking questions.

Strong questions play an important role in coaching.

Strong questions

These are the questions that, without judging our coachees, allow them to come out of their closed emotional state, allow them to see the outside through their inner window, and help them to relax. Strong questions also offer the possibility for our coachee to give more than one answer.

Using the technique of asking strong questions will help us enormously during the structuring, critical breach, and goal-setting phases and will contribute to the more efficient development of the whole coaching process.

Things to consider while asking strong questions

• A coach should ask the first strong question to himself or herself and say, "What did I hear from my coachee during this session?"
• There should not be any judgment.
• The question should be followed by emphatic listening.
• Questions should help the coachee become more aware of himself or herself and their skills.
• The situation should be distinguished from the question, and an act of forward movement should be created.
• Questions should be asked in a short, simple, and polite manner.
• By asking the right questions, the scope can be narrowed, which will help the coachees get in shape.
• Questions should aim to unveil the potential.

Examples of strong (open-ended) questions

• What are the possible means of achieving your objectives?
• What do you feel in your current state?
• What are the effects of this new situation?
• What other suggestions do you have?
• What will your next step be?
• When will you do it?
• Meaning?
• What else?
• What is it like? How does it feel?

Why do we need to ask strong questions?

• To find alternative solutions

• To fully explain the emotional state

• To demonstrate appropriate qualification status.

• To understand the risks,

• To encourage research

• To eliminate uncertainties

Questions that divert attention toward the coaching process

• Tell me about yourself.

What is your plan?

• What will be your next move?

a) Identifying development areas

b) Awareness of change points

c) Gaining a life perspective

b) Awareness of change points

Essentials

What is it that you exactly want?

• creating awareness

How will you know that you have achieved what you want?

• Measuring

What is it like? How does it feel?

• Comparing

What will this result give you?

• Directing toward the goal

What will you gain when you achieve the goal?

• The outcomes of the results

Questions that trigger research

What is happening?

• Observation awareness

What is it that attracts your attention?

• Things to pay attention to

What do you notice when you look at the situation?

• Orientation to the need

Who else will be affected by this situation other than you?

Are your contributors in your domain?

What does it do?

Is the price paid proportional to the result obtained?

DETAILING QUESTIONS

How do you want to be happy?

• reminding us that happiness has many ways

How can one become peaceful? What are things that peaceful people do?

• drawing attention to the different ways to be peaceful

challenging questions to emphasize responsibility

This is your decision to make. Should we discuss the implications of this decision?

• reminding ourselves that every result has a price.

What are we going to do if you feel guilty as a result of this choice?

• Reminding that emptiness does not make one happy

Benefits of strong questions

• Relaxes
• Aligns
• Helps to find the critical breach
• Effective during structuring
• It leads to results.
• does not exhaust the coachee.
• Gives direction
• Reminds
• Creates due diligence
• It shows traps that impede development.
• leads to goals