The document provides guidance for coaching sessions by posing questions on various topics. Section 1 asks about readiness for coaching. Section 2 discusses coaching styles and how a coach can help. Later sections explore challenges, strengths, values, needs for flourishing, progress, and sources of inspiration through a question-and-answer format. The goal is to have open-ended discussions through thoughtful questioning to gain insights.

1. Coaching

2. 2
Contents
1. To what extent are you ready to be helped by a coach? .............................................. 3
2. How can a coach / advisor help you?........................................................................... 4
3. What is on your mind? ................................................................................................ 8
4. What challenge / problem would you like to talk about?........................................... 11
4.1. What is the real challenge for you?............................................................................ 11
4.2. How important is this challenge for you?................................................................... 13
4.3. What else is the real challenge for you? .................................................................... 14
4.4. Why do you have this challenge / problem?.............................................................. 15
5. What are ideas you have to solve the problem? ........................................................ 16
6. What are your strengths?.......................................................................................... 18
6.1. What is your talent?.................................................................................................... 18
6.2. What are your values?................................................................................................ 20
7. What do you need to flourish? .................................................................................. 24
8. What will you do? Why? How fast? ........................................................................... 28
9. What do you want to learn?...................................................................................... 31
10. How do you like to learn?........................................................................................ 33
11. How important is it for you to solve the problem?................................................... 35
11.1. What priority does solving this problem have for you? ........................................... 35
11.2. How active will you be in solving the problem?....................................................... 36
12. What progress are you making? .............................................................................. 37
13. Further sources of inspiration.................................................................................. 38

3. 3
1. To what extent are you ready to be helped by a coach?
Questions Answers
To what extent do you trust the coach? 1
To what extent will you respect feedback
that the coach gives you?2
To what extent can you invest time in
improving yourself?3
1
https://hbr.org/2018/08/why-great-success-can-bring-out-the-worst-parts-of-our-personalities
2
https://hbr.org/2018/08/why-great-success-can-bring-out-the-worst-parts-of-our-personalities
3
https://hbr.org/2018/07/4-signs-an-executive-isnt-ready-for-coaching

4. 4
2. How can a coach / advisor help you?
Extent of
information
given by
coach
Coaching style 2
Giving information.
Instructing. Teaching.
Coaching style 3
Needs based.
Mix of coaching styles 1 and 2.
Coaching style 4
Staying passive.
Coaching style 1
Asking questions and listening.
Degree of
energy that
coachee feels

5. 5
Advice for coaching style 1
 When you have asked a question, be quiet and listen.4
 Ask the person what he or she is looking at on the Internet.5
 Help the person to create greater awareness about beliefs that over time have
frozen into his or her truths.6
 Help the person to learn. Unlock the person’s potential to maximize his or her
performance.7
 Facilitate the exploration of values, needs, talents and competencies.8
 The best way that a mentor can create a strong relationship with a young
person is through chat.9
4
https://www.goodreads.com/review/show/2467181240 page 33 and 155.
5
https://www.youtube.com/watch?v=E-OMF7e5CVc&feature=youtu.be&t=15m35s
6
http://www.livemint.com/Companies/EqLTegZ15v7TcaJ4zOeDHJ/What-do-good-coaches-in-sport-and-business-really-
do.html
7
https://hbr.org/2018/08/managers-think-theyre-good-at-coaching-theyre-not
8
http://new.coachingnetwork.org.uk/information-portal/what-are-coaching-and-mentoring/
9
https://www.youtube.com/watch?v=E-OMF7e5CVc&feature=youtu.be&t=14m27s

6. 6
Advice for coaching style 3
Adjust your coaching style to the person’s needs. Watch the person do things and
find out what the best methods are to help the person.10
Advice for coaching style 4
 Let the person decide himself / herself when he / she wants to chat.11
 Without someone looking at them, people feel freer to express themselves and
less concerned about criticism.”12
10
https://hbr.org/2015/02/how-to-coach-according-to-5-great-sports-coaches
11
https://www.youtube.com/watch?v=E-OMF7e5CVc&feature=youtu.be&t=15m40s
12
https://hbr.org/2017/09/what-i-learned-about-coaching-after-losing-the-ability-to-speak

7. 7
Source: https://pixabay.com/vectors/business-people-team-teamwork-7453957/

8. 8
3. What is on your mind?
Questions Answers
What is on your mind?
What else is on your mind?
What do you think a lot about?

9. 9
When you ask the question “What’s on your mind?” you trust the person, with
whom you communicate, to decide what she or he wants to talk about, i.e. what
matters to her or him.
As the first answer to the question “What’s on your mind?” may not be the only
answer or the best answer, it can be meaningful to follow up by asking the question
“What else is on your mind?”
When you stay curious a bit longer to find out what is really going on in the mind of
the person, with whom you communicate, you help the person dig a little deeper
and get to what is really important for her or him.

10. 10
https://pixabay.com/photos/senior-pensioner-walk-4549666/

11. 11
4. What challenge / problem would you like to talk about?
4.1. What is the real challenge for you?
Questions Answers
What is the problem?
When and where did this problem start?
For whom is this problem a problem?

12. 12
Questions Answers
For whom is this problem not a problem?
Is there anything that is positive about this
problem? If yes, what?

13. 13
4.2. How important is this challenge for you?
Questions Answers
On a scale from 1 to 10, how important is
this challenge / problem for you?
On a scale from 1 to 10, how sure are you
that this is the most important challenge /
problem you have?
Why is this challenge / problem important
for you?

14. 14
4.3. What else is the real challenge for you?
Following up by asking a person, with whom you communicate, to
elaborate on what else is the real challenge, she / he has, can help the
person find out what she or he really wants to put her or his attention to.
Also, it can help the person to prioritize the importance of challenges and
define what is particularly important for her or him. Thereby, the question
opens up for growth and development.

15. 15
4.4. Why do you have this challenge / problem?
Questions Answers
What is the reason for problem?
Ask why more times to find out.

16. 16
5. What are ideas you have to solve the problem?
Questions Answers
If you had a magic stick, what would you do?
Imagine that a miracle happened during which
the situation improved 10 times. Can you
please describe the new, improved situation?
What will happen when this problem is solved?
What does success look like?

17. 17
A store manager at the supermarket https://www.mercadona.es/
will every day go to every store department such as "fruits and
vegetables" and talk to the owners / specialists of the department
about performance the day before.
They will talk about the following questions:
 What did we sell?
 What can we do to increase our sales?
 How many kilos of which products were wasted yesterday?
Why?
 What can we do to reduce waste?13
13
https://youtu.be/XsUAc7bbAlY minute 2.

18. 18
6. What are your strengths?
6.1. What is your talent?
Questions Answers
What do you think you do really well?
What do people, with whom you work,
think you do really well?
What do people, with whom you live,
think do you really well?

19. 19
Questions Answers
What do your friends think you do
really well?

20. 20
6.2. What are your values?
Questions Answers
As a child, what did you love to do?
Why?
What was your last moment of true
happiness? Why?
Who is the person you care most
about? Why?
What have you been most proud of
doing in your life? Why?

21. 21
Questions Answers
What makes you really angry? Why?
Which 1 word says the most about
you? Why?
What would you miss the most, if it
was taken away from you? Why?
Besides costs for food and rent /
mortgage, what do you spend most of
your money on? Why?

22. 22
Questions Answers
Which person do you spend most
time with? Why?
What do you love to do the most?
Why?
Whom do you admire the most?
Why?
What part of your personality do you
have in common with your father?

23. 23
Questions Answers
What part of your personality do you
have in common with your mother?
When you don’t live anymore, which
words would people use to describe
who you were? Why?
What in your life is on hold? Why?
When were you at your best?
Source: https://issuu.com/frankcalberg/docs/questionstodiscoveryourvalues

24. 24
7. What do you need to flourish?
Questions Answers
On a scale from 1 to 100, to what extent
do you know what is expected of you?
On a scale from 1 to 100, to what extent
do you have inputs you need to do your
work?
On a scale from 1 to 100, to what extent
do you have the opportunity to do what
you do best every day?
In the last 7 days, how many times have
you received praise for doing good
work?

25. 25
Questions Answers
How many people, you work with, seem
to care about you as a human being?
How many people, you work with,
encourage your development?
On a scale from 1 to 100, to what extent
do your opinions seem to count?
On a scale from 1 to 100, to what extent
does the purpose of the organization,
you work for, make you feel that your
work is important?

26. 26
Questions Answers
On a scale from 1 to 100, to what extent
are people, with whom you work,
committed to doing quality work?
Do you have a best friend at work?
In the last 6 months, how often has
someone, you work with, talked to you
about your progress?
How many opportunities to learn and
grow did you have at work last year?
Source: https://www.gallup.com/workplace/356063/gallup-q12-employee-engagement-survey.aspx

27. 27
Source: https://pixabay.com/vectors/feel-free-silhouette-joy-3566550/

28. 28
8. What will you do? Why? How fast?
Questions Answers
Which of these problems / challenges
matters most? Which challenge will you
focus on?
Where do other members of the
community, you are a part of, want to go?
Where do you want to go? Why?
What do you want to start doing?
What small, visible, easily achievable goal
can you set that will help you succeed and
get into the habit of winning?

29. 29
Questions Answers
What will you do now?
What do you want to stop doing?
What exactly has improved about your
work / your life, when you reach the goal
you set for yourself?
How fast do you want to reach your goal?

30. 30
Source: https://pixabay.com/vectors/priority-goal-plan-importance-4303707/

31. 31
9. What do you want to learn?
Questions Answers
Improvement of what skill will have the
greatest impact on your professional
development?
What do you want to get better at?
If you were the coach for yourself, what
would you do to help yourself grow?
What was most useful for you? What did
you learn?

32. 32
Questions Answers
What do you think you can do to become
an even better community member?

33. 33
10. How do you like to learn?
Questions Answers
To what extent do you like to watch?
What do you like to observe / watch?
Whom do you like to observe / watch?
To what extent do you like to listen?
What do you like to listen to?
Whom do you like to listen to?
To what extent do you like to read?
What do you like to read?
When do you like to read?
Using which media do you like to read?

34. 34
Questions Answers
To what extent do you like to write?
What do you like to write?
Using which media do you like to write?
To what extent do you like to try out new
things?
What do you like to try out?
To what extent do you like to talk?
With whom do you like to talk?
When do you like to think about what you
have learned?

35. 35
11. How important is it for you to solve the problem?
11.1. What priority does solving this problem have for you?
Questions Answers
On a scale from 1 to 100, how important is
it for you to solve this problem?
On a scale from 1 to 100, how convinced
are you that you can solve this problem?
What makes you convinced?
On a scale from 1 to 100, to what extent
can you make this challenge the major
focus of your life?
How can you make this challenge the
major focus of your life?

36. 36
11.2. How active will you be in solving the problem?
Questions Answers
On a scale from 1 to 100, how high is the
probability that you will do what you say
you will do to solve the problem?
On a scale from 1 to 100, how open will
you be about what you do, how you do
things, and why you do things?
What in your life prevents you from
learning?

37. 37
12. What progress are you making?
Questions Answers
What is your own view about progress
you are making? How is it going?
What is working? What else?
What is not working? What else?
What do friends, you have, say about
your progress?

38. 38
13. Further sources of inspiration
http://www.allthingsworkplace.com/2009/08/how-to-be-coachable.html
https://www.belmas.org.uk/BELMAS-Blog/coaching-and-mentoring-a-double-helix-approach
http://ecorner.stanford.edu/videos/3599/A-Candid-Lesson-in-Humility
http://www.edbatista.com/2018/03/karl-weick-on-renewal.html
https://www.goodreads.com/review/show/2467181240
https://hbr.org/2010/03/does-your-passion-match-your-a.html
https://hbr.org/2015/01/the-art-of-giving-and-receiving-advice
https://hbr.org/2015/02/how-great-coaches-ask-listen-and-empathize
https://hbr.org/2015/02/how-to-coach-according-to-5-great-sports-coaches
https://hbr.org/2015/02/millennials-want-to-be-coached-at-work
https://hbr.org/2015/03/the-kind-of-homework-that-helps-coaching-stick
https://hbr.org/2015/03/tips-for-coaching-someone-remotely
https://hbr.org/2015/04/when-you-have-to-coach-remotely
https://hbr.org/2017/01/bring-in-outside-experts-to-mentor-your-team
https://hbr.org/2019/11/the-leader-as-coach
https://www.linkedin.com/pulse/power-pay-performance-marshall-goldsmith
http://marshallgoldsmith.blogspot.com/2010/11/spotting-uncoachables.html
https://youtu.be/1bknGdA_xdw
https://youtu.be/FYhws73vm0c
https://youtu.be/9TT8NQsW_JU minute 77.
https://youtu.be/n986xFlox7I
https://youtu.be/uQl9L-PyL6E