{"id":1952,"date":"2022-11-08T11:55:00","date_gmt":"2022-11-08T02:55:00","guid":{"rendered":"https:\/\/info.coaching-labo.co.jp\/?p=1952"},"modified":"2024-03-01T16:18:27","modified_gmt":"2024-03-01T07:18:27","slug":"draw-out","status":"publish","type":"post","link":"https:\/\/info.coaching-labo.co.jp\/en\/encyclopedia\/draw-out\/","title":{"rendered":"Questioning skills – the goal is to bring out what is in the other person!"},"content":{"rendered":"\n
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The purpose of the “questioning” skill is to “bring out what is in the other person” as an extension of “acknowledging” and “listening. Along with “bringing out what is in the other person,” the coach clarifies the ambiguous and makes it concrete. To this end, the coach asks questions from various angles.<\/p>\n\n\n\n

In order to elicit more from the client, we ask questions that allow for expansive answers. By asking questions that the other person may not have thought to ask, we can encourage awareness.<\/p>\n\n\n\n

The purpose of a typical question is to “gather information” for the person asking the question, and many “for me” questions are asked for the benefit of the person asking the question. The premise of “hearing” is different from the “listening” style of coaching.
Questions in coaching are “For you questions” for the client. In other words, it is to encourage “awareness” and “behavior change” on the part of the person being questioned, and it is done for the client’s benefit.<\/p>\n\n\n\n

The coach in coaching is expected to stand by the client’s side and ask questions that are necessary for the client. Therefore, the questions that make coaching work are essential to listening to the client.
Needless to say, an environment in which “listening” is possible is a relationship in which trust in the coach is fostered through “approval” of the client. The right questions come from sharing the same feelings and the same point of view as the client.<\/p>\n\n\n\n

Sometimes it is necessary to look at the client and the session objectively and ask questions from a different perspective.
For example, “Now that we’ve talked this far, what are you feeling right now?”
How many times have you heard the word \u3007\u3007\u3007 mentioned?”<\/p>\n\n\n\n

People often get caught in a bottleneck of assumptions. Therefore, we need to ask questions that provoke discoveries, insights, decisions, and actions that overturn the client’s assumptions.<\/p>\n\n\n\n

The skill of asking questions in coaching is to “draw out what is in the other person\u201c.<\/p>\n","protected":false},"excerpt":{"rendered":"

The purpose of the “questioning” skill is to “bring out what is in the other person” as an extension of “acknowledging” and “listening. Along with “bringing out what is in the other person,” the coach…<\/p>\n","protected":false},"author":1,"featured_media":498,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_locale":"en_US","_original_post":"https:\/\/info.coaching-labo.co.jp\/?p=497","footnotes":""},"categories":[10],"tags":[],"class_list":["post-1952","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-encyclopedia","en-US"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\n\t\t\n