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Question types


Type # 1 Questions that clarify, explain and define problems

Type # 2 Questions that explore connnections and differences

Type # 3 Questions that are strategic, leading, confrontational

Type # 4 Questions that encourage reflection

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

Influencing intent

Orienting intent

Lineal assumptions


Type # 1 Questions that clarify, explain and define problems


Goals of clarifying problems

 To get information about a problem, i.e. be curious.  To define the reasons for a problem.


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?


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?


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.


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?


Examples of how questions

 How does person x get along with person y?

 How does person A think about person B?


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?


Type # 3 Questions that are strategic, leading, confrontational


Goal of strategic questions

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


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?


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:…


Type # 4 Questions that encourage reflection


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.


 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?


 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?


 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.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


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

Question types  

Type # 1: Questions that clarify, explain and define problems. Type # 2: Questions that explore connections and differences. Type # 3: Quest...

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