In the traditional view of management, the leader is often seen as the "Chief Problem Solver." When a team member encounters an obstacle, they bring it to the leader, who provides a solution. While this might feel efficient in the moment, it creates a dependency loop that drains the leader's energy and stifles the employee's growth.
There is a more sustainable way: The Coaching Approach.
Adopting a coaching mindset isn’t about becoming a therapist or stepping away from performance goals. It is about shifting the focus from giving answers to asking questions. By doing so, you move from directing behavior to developing potential—a core tenet of what we believe at Your Path Coaching and Consulting.
The Coaching Approach: The 7 Essential Questions
One of the most practical guides for this transition is Michael Bungay Stanier’s book, The Coaching Habit. Stanier argues that you don't need a complex theoretical background to coach effectively; you just need a few robust questions to open the door.
Here are the seven questions Stanier recommends to break the cycle of advice-giving and start uncovering real issues:
The Kickstart Question: "What's on your mind?"
This breaks the ice and gives the employee the autonomy to choose the starting point.
The AWE Question: "And what else?"
The first answer is rarely the only answer. This keeps the flow going and digs deeper.
The Focus Question: "What's the real challenge here for you?"
This stops the conversation from spinning into abstractions and pins down the specific hurdle the individual is facing.
The Foundation Question: "What do you want?"
This clarifies the desired outcome and helps the employee visualize success.
The Lazy Question: "How can I help?"
Instead of jumping in to "save" them, this forces the employee to make a clear, specific request for support.
The Strategic Question: "If you are saying yes to this, what are you saying no to?"
This introduces the reality of constraints. It forces a conversation about prioritization and protecting one’s time and energy.
The Learning Question: "What was most useful for you?"
This reinforces the value of the interaction and helps embed the learning.
Making the Questions Your Own
While these seven questions are a fantastic scaffold, they are not a script to be recited robotically. The true magic happens when you internalize the intent behind the questions and adapt them to your natural voice.
The goal is not to memorize a checklist, but to facilitate a thought process that empowers your team. When you use these questions authentically, you guide your employees through five critical stages of problem-solving:
1. Articulating the Current Situation
By asking "What's on your mind?" and "What else?", you allow the employee to lay out the landscape. You are giving them the space to declutter their thoughts and identify what is actually happening, rather than assuming you already know.
2. Identifying the Biggest Challenge
Often, employees are overwhelmed by symptoms rather than the root cause. The question "What is the real challenge here for you?" helps them cut through the noise. It empowers them to name the specific obstacle standing in their way, which is the first step toward removing it.
3. Clarifying the Goal
"What do you want?" seems simple, but it is often the hardest question to answer. By asking this, you help the employee pivot from complaining about the problem to envisioning the solution.
4. Defining the Help Needed
Leaders often burnout because they assume they need to do the heavy lifting. Asking "How can I help?" puts the onus on the employee to define exactly what resources or support they need. Often, you will find they need much less from you than you thought—perhaps just a sounding board or a quick approval.
5. Protecting Time and Energy
Strategy is as much about what you don't do as what you do. The question "If you are saying yes to this, what are you saying no to?" teaches your team to think economically about their energy. It empowers them to set boundaries and ensures that their new goal is realistic and sustainable.
Leading vs Fixing
When you stop rushing to fix problems and start asking questions, you do more than just solve the immediate issue. You build a team that is more resilient, self-sufficient, and engaged. You help them clear their own path, allowing you to focus on the bigger picture.
If you enjoyed this article, consider checking out the Coaching Gold Podcast. This podcast highlights the benefits of working with a certified coach.
