Question types

http://www.centernorth.com/index.php?/articles/text/reflexive_questions_in_a_coaching_psychology_context/

Lineal assumptions

Circular assumptions

Type # 3Questions that are strategic,

leading, confrontational

Type # 1Questions that clarify, explain

and define problems

Type # 2Questions that explore

connnections and differences

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Type # 4Questions that encourage

reflection

Type # 1

Questions that clarify, explain and define problems

To get information about a problem, i.e. be curious.

To define the reasons for a problem.

Goals of clarifying problems

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?

Questions to define 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 practicedin interaction with customers?

Questions to define reasons for the problem

Further inspiration

http://www.slideshare.net/frankcalberg/problem-analysis-methods

Type # 2

Questions that explore connections and differences

Goal of questions that find connections

To find connections between persons,

objects, actions, perceptions, ideas, feelings, events, beliefs, context.

What relation do you see between events A and B?

What relation do you see between what person x didand….?

What connection do you see among activities?

What impact will the activities launched have oncustomers and people who work for the company?

Examples of what questions

How does person x get along with person y?

How does person A think about person B?

Examples of how 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?

Examples of who questions

Type # 3

Questions that are strategic, leading, confrontational

To influence / help a person do things in new ways, for example by encouraging the person to challenge rules / assumptions.

Goal of strategic 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 askyourself in order to make situation x really great?

What alternative solutions do you see?

Open questions

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:…

Confrontive questions provoking action

Type # 4

Questions that encourage reflection

To encourage a person to think / reflect about his/herown way of doing things?

To help a person discover himself / herself in new ways.

To call forth personal knowledge.

Goals of questions that encourage reflection

Reflecting on what you have done, what do you thinkyou 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?

How do you think others experience the conflictyou 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 backfrom doing ….?

How did it make you feel, when ….. happened?

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?

Further inspiration

http://business.financialpost.com/2012/01/14/coaching-advice-from-the-pros/http://www.familytherapy.org/documents/Interventive3.PDFhttps://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-questionshttps://hbr.org/2012/11/to-have-the-most-impact-ask-quhttps://www.youtube.com/watch?v=1bknGdA_xdwhttp://www.slideshare.net/frankcalberg/listening-tipshttp://www.slideshare.net/frankcalberg/questions-to-discover-your-valueshttp://www.slideshare.net/frankcalberg/questions-that-challenge-the-way-you-think

Thank you for your interest. For further inspiration and personalized services, feel welcome to visit http://www.frankcalberg.com

Have a great day.