The 7 Essential Coaching Questions

In *The Coaching Habit* by Michael Bungay Stanier, coaching is made easy through seven essential questions. These questions are designed to encourage people to take responsibility for their own solutions, increase clarity, and enhance engagement. Below are the seven questions, along with examples of how they can be used in conversations.

1. The Kickstart Question: "What's on your mind?"

This open-ended question allows the other person to dive into what's most pressing for them, without limitations. It sets the stage for a focused conversation and builds trust.

Example: You’re meeting with a colleague who seems stressed. Instead of giving advice right away, you ask, "What’s on your mind?" This lets them choose the topic and direct the conversation.

2. The AWE Question: "And what else?"

Often, the first answer someone gives is not the only answer, and "And what else?" prompts them to think more deeply. It helps surface additional insights or options.

Example: After someone explains their challenge, you respond with, "And what else?" This opens the door to uncover more details that could lead to a better understanding of the situation.

3. The Focus Question: "What’s the real challenge here for you?"

This question narrows the conversation and focuses on the heart of the problem, especially when there are many issues at play. It helps the person cut through the noise and find the core challenge.

Example: After someone lists multiple problems, you ask, "What’s the real challenge here for you?" They may realize that their biggest obstacle is not the workload, but how they manage time.

4. The Foundation Question: "What do you want?"

This question helps clarify needs and desires. It encourages the person to state their intentions and outcomes, making the conversation more productive by focusing on solutions.

Example: After hearing someone’s challenge, you ask, "What do you want?" This pushes them to articulate their desired outcome and take control of the direction they want to go.

5. The Lazy Question: "How can I help?"

This simple question avoids assumptions and lets the person tell you directly how you can best support them. It keeps you from jumping in too quickly with your own solutions.

Example: Instead of immediately offering advice, you ask, "How can I help?" They might simply need you to listen rather than provide a solution.

6. The Strategic Question: "If you’re saying yes to this, what are you saying no to?"

When someone commits to something, it often means they need to let go of other priorities. This question ensures they consider the trade-offs and helps them make smarter decisions.

Example: After someone commits to taking on a new project, you ask, "If you’re saying yes to this, what are you saying no to?" This helps them think through how it might affect their other commitments.

7. The Learning Question: "What was most useful for you?"

Ending a conversation with this question helps consolidate learning and insight. It encourages reflection and helps the person take ownership of their growth.

Example: After a meeting, you ask, "What was most useful for you?" This allows the person to reflect on their key takeaways, which solidifies their learning.

Conclusion

The seven questions from *The Coaching Habit* can help you become a better coach, mentor, or manager by encouraging deep thinking, responsibility, and self-directed solutions. Use these questions in your conversations to foster meaningful, solution-focused discussions.

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