One of the primary responsibilities of a leader is to guide and encourage the growth and development of the team that they lead and the team members. An effective skill for developing people is coaching.

ICF, the International Coaching Federation, defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” Tony Stoltzfus, in his book, Leadership Coaching, defines coaching as “practicing the disciplines of believing in people in order to empower them to change.” A simple description of the coaching process is that of using powerful questions to draw out of an individual their beliefs, values, and inner thoughts and goals and their motivation and path to grow or change. Through the coaching process we, as leaders, help individuals to identify and commit to the path or future that they most desire. Allowing or facilitating the person to think deeply and define their own path to growth and development provides much more ownership and commitment than they might show to someone else’s guidance.

The coaching process, using powerful questions to draw out inner thoughts, can be useful in many areas of leadership. It is certainly appropriate in defining goals and action plans for personal growth. An individual is much more likely to be committed to a plan that they have developed. Coaching can be an effective part of the feedback process. The recipient of feedback is more likely to internalize the impact of their actions or behavior when they have played a major role in identifying the impact and defining expectations for the future. The project planning process draws greater commitment when the individual plays an active role in defining the process as opposed to simply receiving an assignment.

These powerful coaching questions can have many different purposes, including the following:

• Draw out new perspectives, ideas, or solutions from team members.
• Aid a team member in developing self-awareness.
• Help a team member to more fully explore or develop a thought or potential course of action.
• Probe for or ensure buy-in or commitment to an action plan.

On a higher level, the coaching process is useful in building relationship. A communication process built upon questions demonstrates the value and respect that the leader has for the team member. The ability to think deeply and openly share those thoughts builds trust and respect on the part of the team member. This relationship of trust and respect is foundational for leadership.

How often do you ask questions relative to give direction or instruction? Are your questions powerful and empowering or disrespectful and manipulative?