How to Coach Yourself and Others Techniques For Coaching | Página 532

o Clarification questions: When someone is not clear or you do
not experience the full understanding of the situation, you might
ask the person to define or explain the statement. For example:
Let me see if I am clear. Are you talking about…? Are you
saying…? Could you say that in different words?
o Questions for details: When someone is not clear, you might
ask for further bits of information. For example: More
specifically, what are some of the things that you have tried?
Have you asked so and so what his major concerns are? Does
thus and such agree that there are performance problems?
o Stimulating questions: Introduce ideas and options by asking
questions rather than suggesting a course of action. Emphasis is
on asking, rather than telling, inviting a thoughtful response and
maintaining a spirit of collaboration. For example: Let me see if
I’m clear. Are you talking about setting goals based upon your
feedback? This implies that person should use feedback as a
guide to setting goals. Similarly, have you asked so and so what
his concerns are? Can be used to offer someone the option of
inviting so and so to speak about his priorities.
o Probing questions: go below the level of events and behaviors
to search for internal drivers that trigger a person’s behavior.
For example: Why did this happen? Why did you believe this
would be the result?
o Summarizing questions: Invite others to complete or end the
discussion with questions that capture the key issues of action.
For example: What is the major point that has been made here?

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