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Question types

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Type # 1: Questions that clarify, explain and define problems. …

Type # 1: Questions that clarify, explain and define problems.
Type # 2: Questions that explore connections and differences.
Type # 3: Questions that are strategic, leading, confrontational.
Type # 4: Questions that encourage reflection.

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  • 1. Question types
  • 2. Lineal assumptions Questions that are strategic, leading, confrontational Questions that clarify, explain and define problems Questions that explore connnections and differences Circular assumptions Type # 3 Type # 1 Type # 2 http://www.centernorth.com/index.php?/articles/text/reflexive_questions_in_a_coaching_psychology_context/ Influencing intent Orienting intent Type # 4 Questions that encourage reflection
  • 3. Type # 1 Questions that clarify, explain and define problems
  • 4. Goals of clarifying problems  To get information about a problem, i.e. be curious.  To define the reasons for a problem.
  • 5. Questions to define the problem  What is the problem in one word / sentence?  What exactly happened?  Which events led to the problem?  What kind of help do you need?  How did the problem happen?  How is…. done at the company?  Who did what?  Where did it happen?  When did it happen?
  • 6. Questions to define reasons for the problem  Why do you think it happened? Ask 5 x why.  Could it be that it happened because ..…?  Why are the values of the company not practiced in interaction with customers?
  • 7. Further inspiration http://www.slideshare.net/frankcalberg/problem-analysis-methods
  • 8. Type # 2 Questions that explore connections and differences
  • 9. Goal of questions that find connections To find connections between persons, objects, actions, perceptions, ideas, feelings, events, beliefs, context.
  • 10. Examples of what questions  What relation do you see between events A and B?  What relation do you see between what person x did and….?  What connection do you see among activities?  What impact will the activities launched have on customers and people who work for the company?
  • 11. Examples of how questions  How does person x get along with person y?  How does person A think about person B?
  • 12. Examples of who questions  Who do you think worries most about this problem?  This seems to be a problem for you. For whom is it not a problem?
  • 13. Type # 3 Questions that are strategic, leading, confrontational
  • 14. Goal of strategic questions To influence / help a person do things in new ways, for example by encouraging the person to challenge rules / assumptions.
  • 15. Open questions  What have you done to solve the problem?  What do you intend to do to solve the problem?  What is the most important question you could ask yourself in order to make situation x really great?  What alternative solutions do you see?
  • 16. Confrontive questions provoking action  What would it mean for your life, if you don’t …..?  If you had a meeting with the people in 1 hour, what would you do differently compared to how you have held meetings earlier?  If you take step # 1, what would your step # 2 be?  Have you thought of the following possibility:…?  How about doing…?  Does person A need to do activity B in that way?  Why don’t you….?  Here’s what you do:…
  • 17. Type # 4 Questions that encourage reflection
  • 18. Goals of questions that encourage reflection  To encourage a person to think / reflect about his/her own way of doing things?  To help a person discover himself / herself in new ways.  To call forth personal knowledge.
  • 19.  Reflecting on what you have done, what do you think you did well?  Looking back, what would you have done differently?  Reflecting on the experience you had, which personal values of yours have become more important for you?
  • 20.  How do you think others experience the conflict you are having with your colleague?  Think of someone you truly respect and admire. What would he / she do in your position?  What do you think is blocking you / holding you back from doing ….?  How did it make you feel, when ….. happened?
  • 21.  What would be different in your life, if ….?  I hear your concern about getting the right sales people to pull off this campaign. If we could get the right people, what could the campaign look like?
  • 22. Further inspiration http://business.financialpost.com/2012/01/14/coaching-advice-from-the-pros/ http://www.familytherapy.org/documents/Interventive3.PDF https://hbr.org/2014/09/coaching-an-employee-who-doesnt-want-help/ https://hbr.org/2013/12/conflict-strategies-for-nice-people/ https://hbr.org/2014/11/tactics-for-asking-good-follow-up-questions https://hbr.org/2012/11/to-have-the-most-impact-ask-qu https://www.youtube.com/watch?v=1bknGdA_xdw http://www.slideshare.net/frankcalberg/listening-tips http://www.slideshare.net/frankcalberg/questions-to-discover-your-values http://www.slideshare.net/frankcalberg/questions-that-challenge-the-way-you-think
  • 23. Thank you for your interest. For further inspiration and personalized services, feel welcome to visit http://www.frankcalberg.com Have a great day.

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