Coaching

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Coaching Questions Bank

Choose practical questions for one-to-ones, development conversations and moments where someone needs space to think before the next step is agreed.

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A calm question is useful when it fits the moment.

Question bank

Start with the conversation moment.

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Showing 265 questions across 12 categories.

Career Development

How can I, as your manager, best support your career development?

When to use this

When to use: Use during performance reviews, career development discussions, or any time you want to offer support.
Expected outcome: Clarifies how the manager can best support the team member's career growth.
Variations: How can I help you grow? | What support do you need from me?
Follow-up questions: What specific guidance or advice would be helpful?
What obstacles are you facing in your career development?
How can I help you connect with mentors or resources?

Career Development

How do you balance pursuing your career goals with maintaining your well-being and personal life?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing workload, stress, or burnout.
Expected outcome: Addresses the crucial balance between career aspirations and personal well-being.
Variations: How do you balance work and life? | How do you maintain your well-being?
Follow-up questions: What strategies do you use to manage your time and energy effectively?
What boundaries do you set to protect your personal time?
How do you ensure you're making time for activities that are important to you outside of work?

Career Development

How do you balance your personal and professional goals?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing workload or stress.
Expected outcome: Addresses the importance of balancing personal and professional goals for overall well-being and career satisfaction.
Variations: How's your work-life balance? | How do you balance your personal and professional life?
Follow-up questions: What are your priorities outside of work?
How do these priorities impact your work?
How can we support a healthy balance between your personal and professional life?

Career Development

How do you define success in your career?

When to use this

When to use: Use during career development discussions or when a team member is feeling lost or unfulfilled.
Expected outcome: Helps the team member define success on their own terms and align their career with their values.
Variations: What does success mean to you? | How do you define a successful career?
Follow-up questions: What does a fulfilling career look like to you?
What are your non-negotiables in your career?
How will you know you've achieved success?

Career Development

How do you envision the future of your field, and what steps are you taking to prepare for those changes?

When to use this

When to use: Use during career development discussions, strategic planning sessions, or when discussing industry trends.
Expected outcome: Encourages proactive thinking about the future of work and taking steps to stay relevant and competitive.
Variations: What's the future of your field? | How are you preparing for the future?
Follow-up questions: What emerging technologies or trends do you see impacting your profession?
What new skills or knowledge will be essential in the future?
How are you staying informed and adapting to these changes?

Career Development

How do you see your role evolving within the team/organization in the future?

When to use this

When to use: Use during performance reviews, career development discussions, or when discussing organisational changes.
Expected outcome: Encourages thinking about the future of the role and how it might evolve over time.
Variations: How do you see your role changing? | What's the future of this role?
Follow-up questions: What changes do you anticipate in your role?
How can you prepare for those changes?
What impact will these changes have on the team/organization?

Career Development

How do you stay informed about industry trends and best practices relevant to your field?

When to use this

When to use: Use during performance reviews, career development discussions, or when discussing new projects or initiatives.
Expected outcome: Encourages staying up-to-date with industry knowledge and best practices, essential for long-term career growth.
Variations: How do you keep up with what's new? | How do you stay current in your field?
Follow-up questions: What resources do you regularly follow (blogs, publications, podcasts, etc.)?
What conferences or workshops have you attended recently?
How do you apply what you learn to your work?

Career Development

How do you typically handle setbacks or rejections in your career pursuits, and what have you learned from those experiences?

When to use this

When to use: Use during coaching sessions, performance reviews, or when discussing career challenges.
Expected outcome: Assesses the ability to learn from mistakes, bounce back from challenges, and maintain a growth mindset. This is crucial for long-term career success.
Variations: How do you deal with setbacks? | How do you handle rejection?
Follow-up questions: Can you share a specific example of a time you faced a career setback?
What strategies did you use to overcome it?
How did that experience shape your approach to future challenges?

Career Development

If you could design your ideal career path, what would it look like, and what steps would you take to make it a reality?

When to use this

When to use: Use during career development discussions, goal-setting sessions, or when a team member is feeling unfulfilled.
Expected outcome: Encourages the team member to think big about their career aspirations and create a plan to achieve them.
Variations: What's your dream career? | What would your ideal career look like?
Follow-up questions: What are the key elements of your ideal career (role, responsibilities, work environment, impact)?
What are the biggest obstacles to achieving this vision?
What concrete steps can you take today to move closer to your ideal career?

Career Development

What are your long-term career goals, and how can this role help you achieve them?

When to use this

When to use: Use during performance reviews, career development discussions, or when a team member is considering a career change.
Expected outcome: Connects the current role to the team member's long-term career objectives, increasing motivation and engagement.
Variations: What are your career aspirations? | Where do you see yourself going?
Follow-up questions: How does this role fit into your overall career trajectory?
What opportunities for growth and advancement are available within the company?
What support do you need from me to achieve your long-term goals?

Career Development

What are your preferred methods for learning and developing new skills?

When to use this

When to use: Use during coaching sessions, training discussions, or when assigning new tasks.
Expected outcome: Identifies preferred learning methods to optimize development opportunities and ensure they are effective.
Variations: How do you learn best? | What's your learning style?
Follow-up questions: Do you prefer hands-on learning, reading, watching videos, attending workshops, or other methods?
What resources do you find most helpful?
How can we tailor your development plan to your learning style?

Career Development

What are your salary expectations and career progression goals within the organization?

When to use this

When to use: Use during performance reviews, salary negotiations, or career development discussions. *Be prepared to discuss company policies and limitations.*
Expected outcome: Opens a discussion about compensation and career advancement within the organization.
Variations: What are your salary expectations? | Where do you see yourself progressing within the company?
Follow-up questions: What are your short-term and long-term salary goals?
What career level are you aiming for?
How can we align your compensation and career progression with your contributions and performance?

Career Development

What are your strengths, and how can we best utilize them in your current role and future career?

When to use this

When to use: Use during performance reviews, career development discussions, or when assigning tasks or projects.
Expected outcome: Identifies and leverages individual strengths to maximise performance and career growth.
Variations: What are your superpowers? | What are you best at?
Follow-up questions: What are you naturally good at?
What do you enjoy doing?
How can we create opportunities for you to use your strengths more often?

Career Development

What are your thoughts on mentoring or coaching, either as a mentee or a mentor?

When to use this

When to use: Use during career development discussions, team meetings, or when discussing leadership development.
Expected outcome: Assesses interest in mentoring and coaching, both for personal development and for developing leadership skills.
Variations: Are you interested in mentoring? | Would you like a mentor?
Follow-up questions: Would you be interested in being mentored?
Would you be interested in mentoring others?
What are the benefits of mentoring/coaching?

Career Development

What are your thoughts on pursuing further education or certifications?

When to use this

When to use: Use during career development discussions or when discussing long-term goals.
Expected outcome: Assesses interest in pursuing formal education or certifications to enhance career prospects.
Variations: Are you interested in further education? | Would a certification help you?
Follow-up questions: What specific degrees or certifications are you interested in?
How would these credentials benefit you and the team/organization?
What support do you need to pursue further education?

Career Development

What are your thoughts on taking on new challenges or responsibilities outside of your current role?

When to use this

When to use: Use during performance reviews, career development discussions, or when considering promotions or new assignments.
Expected outcome: Assesses willingness to take on new challenges and expand responsibilities, which can lead to career advancement.
Variations: Are you interested in taking on more? | Are you ready for a new challenge?
Follow-up questions: What types of challenges are you most interested in?
What skills would you like to develop through new responsibilities?
How can I support you in taking on new challenges?

Career Development

What areas do you feel you need to develop to reach your full potential?

When to use this

When to use: Use during performance reviews, career development discussions, or when setting goals.
Expected outcome: Encourages self-reflection and identifies areas for improvement and growth.
Variations: Where do you see room for growth? | What areas would you like to develop?
Follow-up questions: What specific skills or knowledge do you need to acquire?
What resources or support would be helpful?
How can I help you create a development plan?

Career Development

What aspects of your current role do you find most challenging and rewarding?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member seems disengaged or unchallenged.
Expected outcome: Helps understand what aspects of the role are most engaging and where the team member may need support or development.
Variations: What do you enjoy most about your work? | What's most challenging?
Follow-up questions: How can we leverage your strengths to address the challenges?
How can we create more opportunities for you to experience the rewarding aspects of your work?
What support do you need to overcome the challenges?

Career Development

What kind of leadership roles, if any, are you interested in pursuing in the future?

When to use this

When to use: Use during career development discussions or when discussing succession planning.
Expected outcome: Identifies interest in leadership roles and helps plan for future leadership development.
Variations: Are you interested in leadership? | What are your leadership aspirations?
Follow-up questions: What leadership qualities do you admire?
What leadership skills would you like to develop?
How can I support your leadership aspirations?

Career Development

What learning and development opportunities are you most interested in pursuing?

When to use this

When to use: Use during performance reviews, career development discussions, or when planning training budgets.
Expected outcome: Helps identify and prioritize specific development opportunities aligned with the team member's interests and career goals.
Variations: What training would be most helpful? | What development opportunities are you interested in?
Follow-up questions: What specific courses, workshops, or conferences are you interested in?
What skills or knowledge would these opportunities provide?
How would these opportunities benefit you and the team?

Career Development

What legacy do you want to leave behind in your career/at this company?

When to use this

When to use: Use during career development discussions or when a team member is seeking greater purpose in their work.
Expected outcome: Encourages thinking about the long-term impact and legacy of their career.
Variations: What impact do you want to make? | What do you want to be remembered for?
Follow-up questions: What kind of impact do you want to make?
What do you want to be remembered for?
How can you contribute to something bigger than yourself?

Career Development

What networking opportunities have you explored, and how can we support your networking efforts?

When to use this

When to use: Use during career development discussions or when discussing industry trends.
Expected outcome: Encourages building professional relationships and expanding networks for career advancement.
Variations: How's your professional network? | Are you networking?
Follow-up questions: What professional organizations are you a member of?
What networking events have you attended?
How can I help you expand your professional network?

Career Development

What new skills or knowledge would you like to acquire to advance your career?

When to use this

When to use: Use during performance reviews, career development discussions, or when setting goals.
Expected outcome: Helps identify specific areas for professional development and creates a plan for improvement.
Variations: What do you want to learn next? | What skills would you like to develop?
Follow-up questions: Why are these skills/knowledge important to you?
What resources are available to help you acquire them?
How can I support your learning goals?

Career Development

What support systems or resources do you find most valuable in navigating your career journey?

When to use this

When to use: Use during career development discussions, onboarding, or when a team member is facing challenges.
Expected outcome: Helps understand the team member's existing support network and identify any gaps.
Variations: What support do you have? | What resources do you use?
Follow-up questions: Do you have a mentor or coach?
What professional organizations or networks are you a part of?
What resources (books, websites, tools) do you find helpful?

Career Development

Where do you see yourself in your career in the next 3-5 years?

When to use this

When to use: Use during performance reviews, career development discussions, or when setting goals.
Expected outcome: Helps the team member articulate their long-term career goals and identify development needs.
Variations: What are your career aspirations? | What's your 5-year plan?
Follow-up questions: What steps will you need to take to achieve that vision?
What skills or experiences do you need to gain?
How can I support your career aspirations?

Change Management

How can we measure the success of this change, and how will we know we've adapted effectively?

When to use this

When to use: Use when planning and implementing a change, and during regular reviews of the change process.
Expected outcome: Establishes clear metrics for measuring the success of the change and creates a feedback loop for continuous improvement.
Variations: How will we measure success? | How will we know this change is working?
Follow-up questions: What metrics will we use to track the progress of this change?
How will we know if the change has been successful?
How can we gather feedback and make adjustments along the way?

Change Management

How can we, as a team, support each other during this change process?

When to use this

When to use: Use during team meetings, when introducing a change, or when addressing team dynamics.
Expected outcome: Encourages team members to support each other during the change process, building resilience and fostering collaboration.
Variations: How can we support each other? | How can we work together through this change?
Follow-up questions: What kind of support do you need from your colleagues?
How can you offer support to others?
How can we create a more supportive and collaborative environment during this change?

Change Management

How can you leverage your existing strengths and experiences to adapt to this change?

When to use this

When to use: Use when introducing a change, addressing resistance to change, or when a team member is feeling overwhelmed.
Expected outcome: Focuses on existing strengths and past experiences to build confidence and resilience in the face of change.
Variations: What are your strengths? | How can you use your past experiences?
Follow-up questions: What skills or experiences have helped you adapt to change in the past?
How can you apply those strengths to this situation?
What resources or support systems can you draw upon?

Change Management

How do you typically react to change, and what are your initial thoughts and feelings?

When to use this

When to use: Use during periods of change, when introducing new initiatives, or in coaching sessions focused on adaptability.
Expected outcome: Helps individuals understand their typical reactions to change and identify potential emotional responses.
Variations: How do you feel about change? | What's your typical reaction to change?
Follow-up questions: What concerns or anxieties do you have about change?
What past experiences have shaped your reaction to change?
How can you manage your initial reactions to change more effectively?

Change Management

What are the potential benefits and opportunities that this change might bring?

When to use this

When to use: Use when introducing a change, addressing resistance to change, or when a team member is feeling negative.
Expected outcome: Shifts the focus to the potential positive outcomes of change, fostering a more optimistic outlook.
Variations: What are the potential benefits of this change? | What opportunities might this create?
Follow-up questions: How could this change improve things for you, the team, or the organization?
What new possibilities might this change create?
What are you excited about regarding this change?

Change Management

What are the potential risks of not adapting to this change, both individually and for the organization?

When to use this

When to use: Use when addressing resistance to change or when a team member is minimising the importance of the change.
Expected outcome: Highlights the potential negative consequences of not adapting to change, creating a sense of urgency and motivating action.
Variations: What are the risks of not changing? | What's at stake?
Follow-up questions: What are the potential negative outcomes of resisting or ignoring this change?
How will this impact your role, your team, and the organization in the long run?
How can we mitigate these risks?

Change Management

What are your concerns or fears about this change, and how can we address them?

When to use this

When to use: Use when introducing a change, addressing resistance to change, or when a team member is feeling anxious.
Expected outcome: Provides a safe space to express concerns and fears about change, and identifies ways to address them.
Variations: What are your concerns about this change? | What are you worried about?
Follow-up questions: What specific aspects of the change are you most concerned about?
What information or support would help alleviate your concerns?
How can we address these concerns proactively?

Change Management

What information or communication do you need to better understand and adapt to this change?

When to use this

When to use: Use when introducing a change, addressing resistance to change, or when a team member feels confused or uncertain.
Expected outcome: Ensures that individuals have the necessary information to understand and adapt to the change.
Variations: What information do you need? | What's unclear about this change?
Follow-up questions: What aspects of the change are unclear?
What information would help you feel more comfortable with the change?
How can we improve our communication about this change?

Change Management

What skills or knowledge do you need to develop to successfully navigate this change?

When to use this

When to use: Use when introducing a change that requires new skills or knowledge, or during performance reviews or career development discussions.
Expected outcome: Identifies any new skills or knowledge needed to adapt to the change and creates a plan for development.
Variations: What new skills do you need? | How can you adapt to this change?
Follow-up questions: What new skills or knowledge will be required in the new situation?
What resources are available to help you develop these skills?
How can I support your learning and development?

Change Management

What's one small step you can take today to start adapting to this change?

When to use this

When to use: Use when introducing a change, addressing resistance to change, or when a team member feels stuck.
Expected outcome: Encourages taking immediate, manageable action to start adapting to the change.
Variations: What's one thing you can do today? | What's the next small step?
Follow-up questions: What's the easiest thing you can do right now to move forward?
What resources or support do you need to take that step?
How will you know you've successfully taken that step?

Communication

How actively are you listening to others, and what techniques do you use to ensure understanding?

When to use this

When to use: Use in coaching sessions, communication training, or when addressing communication misunderstandings.
Expected outcome: Assesses active listening skills and encourages the use of techniques to ensure understanding.
Variations: How well do you listen? | How do you show you're listening?
Follow-up questions: What are your typical listening habits?
How do you show others that you're listening?
What techniques do you use to clarify information and ensure understanding (e.g., paraphrasing, summarizing)?

Communication

How clearly and effectively are you communicating your message, and how do you know?

When to use this

When to use: Use in coaching sessions, performance reviews, or when discussing communication challenges.
Expected outcome: Promotes self-reflection on communication effectiveness and encourages seeking feedback.
Variations: How's your communication? | Are you being clear?
Follow-up questions: How are you checking for understanding?
What feedback have you received on your communication style?
How do you tailor your communication to different audiences?

Communication

How do you ensure your communication is inclusive and respectful of diverse perspectives?

When to use this

When to use: Use in coaching sessions, diversity and inclusion training, or when discussing communication in diverse teams.
Expected outcome: Promotes inclusive communication that respects diverse perspectives and avoids biases.
Variations: How do you communicate inclusively? | How do you consider different perspectives?
Follow-up questions: What steps do you take to ensure your communication is inclusive?
How do you consider different perspectives when communicating?
What are your awareness of biases and stereotypes that could impact your communication?

Communication

How do you handle difficult conversations or deliver constructive feedback?

When to use this

When to use: Use in coaching sessions, performance reviews, or when preparing for a difficult conversation.
Expected outcome: Explores approaches to handling difficult conversations and delivering constructive feedback.
Variations: How do you handle difficult conversations? | How do you give feedback?
Follow-up questions: What strategies do you use to prepare for difficult conversations?
How do you ensure your feedback is constructive and well-received?
What challenges have you faced in these situations?

Communication

How do you handle situations where you receive unclear or ambiguous communication?

When to use this

When to use: Use in coaching sessions, communication training, or when addressing communication breakdowns.
Expected outcome: Develops skills for handling unclear communication and seeking clarification.
Variations: How do you handle unclear communication? | What do you do when you don't understand?
Follow-up questions: What steps do you take to seek clarification?
How do you ensure you understand the message before acting on it?
What strategies do you use to prevent misunderstandings?

Communication

How do you tailor your communication to different audiences and contexts?

When to use this

When to use: Use in coaching sessions, communication training, or when planning communication strategies.
Expected outcome: Encourages adapting communication style and methods to suit different audiences and contexts.
Variations: How do you tailor your communication? | How do you adapt to your audience?
Follow-up questions: How do you consider your audience when planning your communication?
How do you adjust your communication style for different situations (e.g., formal presentations, informal conversations, email)?
What communication channels do you choose for different messages?

Communication

How do you use nonverbal communication to enhance your message and build rapport?

When to use this

When to use: Use in coaching sessions, communication training, or when discussing interpersonal skills.
Expected outcome: Raises awareness of nonverbal communication and its impact on message delivery and relationship building.
Variations: How do you use nonverbal communication? | How do you read body language?
Follow-up questions: How aware are you of your own nonverbal cues?
How do you interpret the nonverbal cues of others?
How do you use nonverbal communication to build rapport and connection?

Communication

How effectively do you communicate your needs and expectations to others?

When to use this

When to use: Use in coaching sessions, assertiveness training, or when addressing communication conflicts.
Expected outcome: Assesses the ability to communicate needs and expectations clearly and assertively.
Variations: How do you express your needs? | How do you set boundaries?
Follow-up questions: How do you express your needs and expectations clearly?
How do you handle situations where your needs are not being met?
How comfortable are you setting boundaries?

Communication

What are your preferred communication methods and styles, and how do they align with the needs of others?

When to use this

When to use: Use in coaching sessions, team-building activities, or when addressing communication conflicts.
Expected outcome: Identifies preferred communication styles and encourages adapting to the needs of others.
Variations: What's your communication style? | How do you adapt your communication?
Follow-up questions: How do you prefer to receive information?
How do you adapt your communication style to different individuals and situations?
What communication challenges have you encountered?

Communication

What's one area of your communication that you'd like to improve, and what steps can you take to do so?

When to use this

When to use: Use in coaching sessions, performance reviews, or when setting personal development goals.
Expected outcome: Encourages identifying a specific area for communication improvement and developing an action plan.
Variations: What communication skill do you want to improve? | How can you improve your communication?
Follow-up questions: What specific communication skill do you want to develop?
What resources or support do you need?
What's your plan for improving this skill?

Conflict Resolution

Can you describe the situation from your perspective, without interruption?

When to use this

When to use: Use at the beginning of a conflict resolution discussion.
Expected outcome: Allows the team member to fully express their viewpoint without judgment, fostering understanding.
Variations: Tell me what happened | from your point of view. | What's your perspective on this?
Follow-up questions: What are your main concerns?
What outcome are you hoping for?
How has this situation impacted you?

Conflict Resolution

How can we create a safe and respectful environment for discussing this conflict?

When to use this

When to use: Use at the beginning of a conflict resolution discussion or when addressing sensitive issues.
Expected outcome: Promotes a constructive and respectful dialogue, essential for effective conflict resolution.
Variations: How can we create a safe space to talk? | What ground rules do we need?
Follow-up questions: What ground rules do we need to establish?
How can we ensure everyone feels heard and respected?
What behaviors are unacceptable?

Conflict Resolution

How can we ensure that this conflict doesn't happen again in the future?

When to use this

When to use: Use after a conflict is resolved or when addressing recurring issues.
Expected outcome: Focuses on long-term solutions and preventing similar conflicts from arising in the future.
Variations: How can we prevent this in the future? | What can we learn from this?
Follow-up questions: What changes can we make to our processes or communication?
What agreements can we make?
What lessons can we learn from this experience?

Conflict Resolution

How can we separate the people from the problem?

When to use this

When to use: Use when a conflict has become personal or when emotions are running high.
Expected outcome: Helps to separate emotions and personal attacks from the core issues of the conflict.
Variations: How can we focus on the problem | not the person? | Can we be more objective?
Follow-up questions: Can we focus on the specific behaviors or issues, rather than making personal attacks?
How can we reframe the situation in a more objective way?
What are the shared goals, despite the conflict?

Conflict Resolution

How can we use this conflict as an opportunity for growth and learning?

When to use this

When to use: Use when a conflict has been resolved or when reflecting on past conflicts.
Expected outcome: Shifts the perspective from negative to positive, viewing the conflict as a chance for learning and improvement.
Variations: What can we learn from this? | How can we grow from this?
Follow-up questions: What can we learn from this experience?
How can we improve our communication and collaboration skills?
What positive outcomes could result from this conflict?

Conflict Resolution

How do you think the other person/people involved perceive this situation?

When to use this

When to use: Use in any conflict resolution discussion, especially when there is a lack of understanding between parties.
Expected outcome: Encourages considering the other person's viewpoint, fostering empathy and understanding.
Variations: How do you think they see it? | What's their perspective?
Follow-up questions: What might their concerns be?
What might their needs be?
What assumptions might they be making?

Conflict Resolution

What are some possible solutions or compromises that might address everyone's needs?

When to use this

When to use: Use when exploring potential solutions and seeking mutually acceptable outcomes.
Expected outcome: Encourages generating creative solutions that meet the needs of all parties involved.
Variations: What are some possible solutions? | How can we find a compromise?
Follow-up questions: What would a win-win outcome look like?
What are you willing to compromise on?
What are the other person's/people's needs?

Conflict Resolution

What are the potential benefits of resolving this conflict?

When to use this

When to use: Use when a team member is hesitant to address a conflict or when motivation is low.
Expected outcome: Focuses on the positive outcomes of resolution, increasing motivation and commitment to the process.
Variations: What's the upside of resolving this? | What are the potential benefits?
Follow-up questions: How would a resolution impact you, the team, and the organization?
What positive outcomes could result from resolving this conflict?
What opportunities might open up?

Conflict Resolution

What are the potential consequences of not resolving this conflict?

When to use this

When to use: Use when a conflict is being ignored or when a team member is minimising its importance.
Expected outcome: Highlights the potential negative impacts of unresolved conflict, creating a sense of urgency.
Variations: What's at stake? | What are the risks of not resolving this?
Follow-up questions: How will this impact you, the team, and the organization if it's not resolved?
What's the worst-case scenario?
How urgent is it to find a resolution?

Conflict Resolution

What are the underlying values or principles at play in this conflict?

When to use this

When to use: Use when a conflict involves ethical dilemmas or fundamental differences in values.
Expected outcome: Uncovers the deeper values and principles that may be contributing to the conflict.
Variations: What are the values at stake? | What's really important here?
Follow-up questions: Are there any conflicting values between the parties involved?
What values are most important to you in this situation?
How can we find a resolution that respects everyone's values?

Conflict Resolution

What are the unspoken assumptions or expectations that might be contributing to this conflict?

When to use this

When to use: Use when communication breakdowns are a significant factor or when there are unspoken tensions.
Expected outcome: Identifies hidden assumptions and expectations that may be fueling the conflict.
Variations: What are we assuming? | What's not being said?
Follow-up questions: What are you assuming about the other person's intentions?
What expectations haven't been clearly communicated?
What might be going unsaid?

Conflict Resolution

What are you willing to commit to doing to help resolve this conflict?

When to use this

When to use: Use when developing solutions and creating action plans.
Expected outcome: Ensures that all parties take ownership of the resolution process and commit to specific actions.
Variations: What are you willing to do? | What's your commitment?
Follow-up questions: What specific actions will you take?
What timeline are you committing to?
How will you hold yourself accountable?

Conflict Resolution

What are your needs and concerns in this situation?

When to use this

When to use: Use in any conflict resolution discussion.
Expected outcome: Clarifies the individual's needs and concerns, which is crucial for finding a resolution.
Variations: What do you need? | What are your concerns?
Follow-up questions: What's most important to you in resolving this?
What are you worried about?
What do you need from the other person/people involved?

Conflict Resolution

What communication styles or approaches might be contributing to the conflict?

When to use this

When to use: Use when communication issues are a significant factor in the conflict.
Expected outcome: Identifies communication breakdowns that may be contributing to the conflict.
Variations: How is communication playing a role? | What's the communication style here?
Follow-up questions: How are you communicating your needs and concerns?
How is the other person communicating?
Are there any communication patterns that are exacerbating the conflict?

Conflict Resolution

What do you believe is the root cause of this conflict?

When to use this

When to use: Use when a conflict is recurring or when the source of the conflict is unclear.
Expected outcome: Identifies the underlying issues driving the conflict, rather than just addressing surface-level symptoms.
Variations: What's really going on here? | What's at the heart of this?
Follow-up questions: What factors contributed to this situation?
Are there any recurring patterns?
What assumptions might be at play?

Conflict Resolution

What have you already tried to resolve this conflict?

When to use this

When to use: Use when a conflict has been ongoing or when previous attempts at resolution have failed.
Expected outcome: Identifies previous attempts and prevents repeating ineffective strategies.
Variations: What have you tried so far? | What hasn't worked?
Follow-up questions: What were the results of those attempts?
What did you learn from those experiences?
What worked, and what didn't work?

Conflict Resolution

What outcome are you hoping for from this conversation/resolution?

When to use this

When to use: Use at the beginning of a conflict resolution discussion and when exploring potential solutions.
Expected outcome: Helps to establish a clear goal for the resolution process and identify potential solutions.
Variations: What's your ideal outcome? | What are you hoping to achieve?
Follow-up questions: What would a successful resolution look like to you?
What are your non-negotiables?
What compromises might you be willing to make?

Conflict Resolution

What specific steps can we take to ensure all parties feel genuinely heard, understood, and respected throughout this conflict resolution process?

When to use this

When to use: Use at the beginning of a conflict resolution process, and throughout, to ensure a productive dialogue.
Expected outcome: Promotes specific actions to foster a safe, respectful, and inclusive environment where all parties feel heard and understood, leading to more effective conflict resolution.
Variations: How can we make sure everyone feels heard? | How can we create a safe space for communication?
Follow-up questions: How can we create a safe space for open and honest communication?
What techniques can we use to demonstrate active listening (e.g., summarizing, paraphrasing, asking clarifying questions)?
How will we check for understanding and address any misinterpretations?

Conflict Resolution

What support or resources do you need to help resolve this conflict?

When to use this

When to use: Use when a conflict is complex or when a team member feels unsupported.
Expected outcome: Ensures the team member has access to the necessary support and resources to resolve the conflict.
Variations: What support do you need? | What resources would be helpful?
Follow-up questions: Do you need a mediator or facilitator?
What information or resources would be helpful?
Who can you talk to for support?

Conflict Resolution

What's one small step you can take today to move towards resolving this conflict?

When to use this

When to use: Use when a team member feels overwhelmed or is procrastinating.
Expected outcome: Encourages taking immediate, manageable action to start the resolution process.
Variations: What's one thing you can do right now? | What's the next small step?
Follow-up questions: What's the easiest thing you can do right now?
Who do you need to talk to?
What information do you need to gather?

Decision Making

How can we ensure that we're considering diverse perspectives and avoiding groupthink?

When to use this

When to use: Use when making decisions in a group setting, or when there's a risk of conformity.
Expected outcome: Promotes inclusive decision-making and encourages considering diverse perspectives to avoid groupthink.
Variations: Are we considering all perspectives? | How can we avoid groupthink?
Follow-up questions: Whose perspectives are we missing?
How can we encourage dissenting opinions?
How can we create a safe space for people to challenge the prevailing view?

Decision Making

How will we communicate this decision to those who are affected by it?

When to use this

When to use: Use after making a decision, when planning the communication and implementation process.
Expected outcome: Ensures that decisions are communicated effectively and transparently to all relevant stakeholders.
Variations: How will we communicate this decision? | Who needs to know?
Follow-up questions: Who needs to be informed?
What's the best way to communicate this decision to each stakeholder group?
How can we address any potential concerns or resistance?

Decision Making

How will we monitor the implementation and impact of this decision, and how will we know if it was successful?

When to use this

When to use: Use after making a decision, when planning the implementation and evaluation process.
Expected outcome: Establishes a system for monitoring the implementation and impact of the decision, allowing for course correction and learning.
Variations: How will we track this? | How will we know if it was a good decision?
Follow-up questions: What metrics will we track?
How often will we review progress?
What are our criteria for success?

Decision Making

What are the key criteria we should use to evaluate our options and make this decision?

When to use this

When to use: Use when facing multiple options, making complex decisions, or when there are competing priorities.
Expected outcome: Helps define clear criteria for evaluating options and making an informed decision.
Variations: What are our priorities? | How will we evaluate our options?
Follow-up questions: What are our "must-haves" and "nice-to-haves"?
How will we weigh these criteria?
What are our non-negotiables?

Decision Making

What are the potential risks and biases that might influence our decision-making process?

When to use this

When to use: Use when making important decisions, evaluating options, or when there are strong opinions or emotions involved.
Expected outcome: Promotes awareness of potential biases and encourages critical thinking to avoid flawed decision-making.
Variations: What are our biases? | Are we being objective?
Follow-up questions: What assumptions are we making?
Are we falling prey to any common decision-making biases (e.g., confirmation bias, anchoring bias)?
How can we mitigate these biases?

Decision Making

What are the potential short-term and long-term consequences of this decision?

When to use this

When to use: Use when making significant decisions, evaluating options, or assessing risk.
Expected outcome: Encourages a thorough assessment of both short-term and long-term consequences, both positive and negative.
Variations: What are the potential impacts of this decision? | What are the ripple effects?
Follow-up questions: What are the potential positive consequences?
What are the potential negative consequences?
How will this decision affect different stakeholders?

Decision Making

What are the underlying values and principles that should guide our decision-making in this situation?

When to use this

When to use: Use when making decisions that have ethical implications or when there are conflicting values.
Expected outcome: Ensures that decisions are aligned with core values and ethical principles.
Variations: What are our values here? | What principles should guide us?
Follow-up questions: Are there any competing values at play?
How can we ensure this decision aligns with our core values?
What's the *right* thing to do, even if it's difficult?

Decision Making

What information do we need to make an informed decision, and how can we gather it?

When to use this

When to use: Use when facing uncertainty, making complex decisions, or when lacking sufficient information.
Expected outcome: Identifies information gaps and guides the process of gathering relevant data to support informed decision-making.
Variations: What information do we need? | What don't we know?
Follow-up questions: What are the key unknowns?
What data or evidence would be helpful?
Who can we consult for expertise or input?

Decision Making

What's our level of confidence in this decision, on a scale of 1 to 10, and why?

When to use this

When to use: Use when making a decision, or just before finalizing a decision, to ensure everyone is comfortable.
Expected outcome: Provides a quick assessment of confidence levels and identifies any underlying concerns or uncertainties.
Variations: How confident are you in this decision? | What's your gut feeling?
Follow-up questions: What would it take to increase your confidence level?
What are your main concerns or reservations?
What additional information or analysis would be helpful?

Decision Making

What's our plan B if this decision doesn't work out as expected?

When to use this

When to use: Use when making significant decisions, especially those with high risk or uncertainty.
Expected outcome: Encourages proactive planning for potential setbacks and develops alternative courses of action.
Variations: What's our backup plan? | What if this doesn't work?
Follow-up questions: What are the potential failure points?
What are our alternative options?
How will we know if we need to switch to plan B?

Goal Setting

How can we align this goal with the team's/organization's overall objectives?

When to use this

When to use: Use when setting goals or reviewing team/company strategy.
Expected outcome: Connects individual goals to the broader organisational context.
Variations: How does this fit with the bigger picture? | How does this contribute to our overall goals?
Follow-up questions: How does this goal contribute to the bigger picture?
Who else will be impacted by this goal?
How can we ensure this goal supports other team/company goals?

Goal Setting

How can we break this goal down into smaller, more manageable steps?

When to use this

When to use: Use when setting goals or when a team member feels stuck.
Expected outcome: Makes the goal less overwhelming and more achievable.
Variations: What are the smaller steps? | What are the milestones?
Follow-up questions: What are the key milestones along the way?
What are the dependencies between these steps?
What's a realistic timeline for each step?

Goal Setting

How can we ensure this goal is realistic and achievable?

When to use this

When to use: Use when setting goals or when a goal seems overly ambitious.
Expected outcome: Helps set goals that are challenging but attainable.
Variations: Is this realistic? | Is this achievable?
Follow-up questions: What resources do we have available?
What are the potential constraints?
What's a realistic timeline?

Goal Setting

How can we make this goal more challenging and ambitious?

When to use this

When to use: Use when setting goals or when a team member is exceeding expectations.
Expected outcome: Encourages pushing beyond current capabilities and aiming for greater achievement.
Variations: How can we make this even bigger? | What's the next level?
Follow-up questions: What would it take to achieve an even greater outcome?
What are we capable of if we really push ourselves?
What's the next level?

Goal Setting

How can we make this goal more specific and measurable?

When to use this

When to use: Use when setting goals or when a goal is vague or unclear.
Expected outcome: Makes the goal more concrete and actionable.
Variations: How can we make this more specific? | How can we measure this?
Follow-up questions: What are the quantifiable results we're aiming for?
How will we know *exactly* when the goal is achieved?
Can we break this down into smaller, more specific sub-goals?

Goal Setting

How can you leverage your existing strengths to achieve this goal?

When to use this

When to use: Use when setting goals or when a team member is feeling discouraged.
Expected outcome: Focuses on existing capabilities and builds confidence.
Variations: What are you already good at? | What are your superpowers?
Follow-up questions: What are you already good at that can help you here?
How can you apply your past successes to this situation?
Who can you learn from who has similar strengths?

Goal Setting

How confident are you that you can achieve this goal, on a scale of 1 to 10?

When to use this

When to use: Use when setting goals or reviewing progress.
Expected outcome: Provides insight into the team member's belief in their ability to succeed.
Variations: How sure are you that you can achieve this? | What's your gut feeling?
Follow-up questions: What would it take to increase your confidence level?
What concerns do you have?
What support would boost your confidence?

Goal Setting

How does this goal align with your overall career aspirations?

When to use this

When to use: Use when setting goals, discussing career development, or when a team member lacks motivation.
Expected outcome: Connects short-term goals to long-term career objectives, increasing motivation and engagement.
Variations: How does this fit into your bigger picture? | Where does this goal lead you?
Follow-up questions: How will achieving this goal help you grow professionally?
What skills will you develop while working towards this goal?
What other goals does this connect to?

Goal Setting

How will this goal stretch you and challenge you to grow?

When to use this

When to use: Use when setting goals or discussing career development.
Expected outcome: Encourages setting ambitious goals that promote personal and professional development.
Variations: How will this goal help you grow? | What will you learn?
Follow-up questions: What new experiences will this goal provide?
What will you learn from this process?
How will this goal push you outside your comfort zone?

Goal Setting

How will you celebrate your success when you achieve this goal?

When to use this

When to use: Use when setting goals and upon achieving milestones.
Expected outcome: Reinforces positive behavior and creates a sense of accomplishment.
Variations: How will you acknowledge this achievement? | How will you reward yourself?
Follow-up questions: Who will you celebrate with?
How will you acknowledge your progress along the way?
What reward would be meaningful to you?

Goal Setting

How will you ensure you're staying accountable to this goal?

When to use this

When to use: Use when setting goals and during regular check-ins.
Expected outcome: Encourages taking ownership of the goal and staying committed.
Variations: How will you hold yourself accountable? | Who will you be accountable to?
Follow-up questions: Who will you share your progress with?
How often will you check in with yourself?
What systems will you use to stay on track?

Goal Setting

How will you stay motivated and engaged throughout the process?

When to use this

When to use: Use when setting goals and during regular check-ins.
Expected outcome: Encourages proactive planning for maintaining motivation.
Variations: How will you stay on track? | What will keep you going?
Follow-up questions: What strategies will you use to overcome challenges?
Who can you turn to for support and encouragement?
How will you reward yourself for progress?

Goal Setting

How will you track your progress towards this goal?

When to use this

When to use: Use when setting goals and during regular check-ins.
Expected outcome: Establishes a system for monitoring progress and staying on track.
Variations: How will you measure your progress? | How will you know you're on track?
Follow-up questions: How often will you review your progress?
What tools or systems will you use to track progress?
Who will you share your progress with?

Goal Setting

What are the potential benefits of achieving this goal (for you, the team, the organization)?

When to use this

When to use: Use when setting goals or when a team member lacks motivation.
Expected outcome: Reinforces the value of the goal and increases motivation.
Variations: What's the upside? | What are the positive outcomes?
Follow-up questions: How will achieving this goal make you feel?
How will it impact others?
How does it contribute to the bigger picture?

Goal Setting

What are the potential consequences of not achieving this goal?

When to use this

When to use: Use when setting goals or when a goal is at risk.
Expected outcome: Encourages realistic assessment of potential negative outcomes.
Variations: What's at stake? | What are the potential downsides?
Follow-up questions: How can we mitigate these consequences?
What steps can we take to get back on track?
What can we learn from this situation?

Goal Setting

What are your top priorities for this [week/month/quarter]?

When to use this

When to use: Use in regular check-ins, when planning work, or when a team member feels overwhelmed.
Expected outcome: Helps the team member identify and focus on the most important tasks.
Variations: What are the most important things to focus on right now? | What are your key objectives for this period?
Follow-up questions: Can we break those priorities down further?
How do these priorities align with overall team/company goals?
What might get in the way of achieving these priorities?

Goal Setting

What are your values, and how does this goal align with them?

When to use this

When to use: Use when setting goals or when a team member lacks motivation.
Expected outcome: Connects the goal to the team member's core values, increasing motivation and commitment.
Variations: Why is this goal important to you? | What matters most to you?
Follow-up questions: Why is this goal important to you personally?
How does this goal connect to your bigger purpose?
What will achieving this goal allow you to do?

Goal Setting

What deadlines do we need to set for this goal?

When to use this

When to use: Use when setting goals and planning projects.
Expected outcome: Establishes a clear timeline for achieving the goal.
Variations: When does this need to be done? | What's the timeline?
Follow-up questions: How will we ensure we meet these deadlines?
What are the consequences of missing a deadline?
What buffer time can we build in?

Goal Setting

What does "good enough" look like for this goal?

When to use this

When to use: Use when setting goals or when a team member is struggling with perfectionism.
Expected outcome: Helps prevent perfectionism and ensures that effort is focused appropriately.
Variations: What's good enough? | What are the minimum requirements?
Follow-up questions: Are we striving for perfection, or for a satisfactory outcome?
What are the minimum requirements for success?
How can we avoid getting bogged down in unnecessary details?

Goal Setting

What does success look like for this goal?

When to use this

When to use: Use at the beginning of goal setting, when defining a new project, or when a goal is unclear.
Expected outcome: Helps the team member visualise the desired end state and define measurable criteria. Establishes a clear understanding of success.
Variations: What will achieving this goal accomplish? | How will we know when we've succeeded? | Paint me a picture of success.
Follow-up questions: What are the key indicators of success?
How will you measure progress?
What will be different when this goal is achieved?

Goal Setting

What level of risk are you comfortable taking with this goal?

When to use this

When to use: Use when setting goals or making decisions about project scope.
Expected outcome: Helps determine the appropriate level of ambition and risk-taking.
Variations: How much risk are you willing to take? | What's your comfort level?
Follow-up questions: What are the potential downsides of taking more risk?
What are the potential rewards?
How can we mitigate the risks?

Goal Setting

What potential obstacles might you encounter in achieving this goal?

When to use this

When to use: Use when setting goals, planning projects, or when reviewing progress.
Expected outcome: Helps the team member anticipate and prepare for potential roadblocks.
Variations: What might get in the way? | What are the potential roadblocks?
Follow-up questions: How can you proactively address these obstacles?
What contingency plans can you put in place?
Who can you ask for support if you encounter these obstacles?

Goal Setting

What resources do you need to achieve this goal?

When to use this

When to use: Use when setting goals, planning projects, or when a team member is facing obstacles.
Expected outcome: Ensures the team member has access to the necessary tools, support, and information.
Variations: What support do you need? | What tools or resources would be helpful?
Follow-up questions: What roadblocks might you encounter in securing these resources?
Who can you collaborate with to access these resources?
What's your plan B if a resource isn't available?

Goal Setting

What skills or knowledge do you need to develop to achieve this goal?

When to use this

When to use: Use when setting goals or discussing career development.
Expected outcome: Identifies areas for growth and development related to the goal.
Variations: What do you need to learn? | What skills would be helpful?
Follow-up questions: What resources are available to help you develop these skills?
How can I support your learning process?
What's your timeline for developing these skills?

Goal Setting

What support do you need from me to achieve this goal?

When to use this

When to use: Use when setting goals, reviewing progress, or when a team member is facing challenges.
Expected outcome: Clarifies expectations and provides necessary support.
Variations: How can I help? | What do you need from me?
Follow-up questions: What specific actions can I take to help you?
What resources can I provide?
How can I best advocate for you?

Goal Setting

What's one thing you can commit to doing this week to move closer to your goal?

When to use this

When to use: Use in weekly check-ins or when a team member feels stuck.
Expected outcome: Encourages taking immediate, manageable steps towards the goal.
Variations: What's one concrete action you can take this week? | What's the next small step?
Follow-up questions: How will you ensure you make time for this?
What support do you need to accomplish this?
How will you track your progress?

Goal Setting

What's the first step you need to take to get started?

When to use this

When to use: Use when setting goals or when a team member feels overwhelmed.
Expected outcome: Breaks down the goal into manageable steps and encourages immediate action.
Variations: What's the very first thing you need to do? | Where do you begin?
Follow-up questions: When will you take that first step?
What support do you need to get started?
How will you know you've successfully completed the first step?

Goal Setting

What's the smallest possible step you could take right now?

When to use this

When to use: Use when a team member is feeling stuck or overwhelmed.
Expected outcome: Helps overcome inertia and build momentum towards the goal.
Variations: What's the tiniest action you could take? | What's one thing you can do in the next 5 minutes?
Follow-up questions: What's stopping you from taking that step?
How can we make that step even smaller?
What would happen if you took that step?

Goal Setting

What's your plan B if you encounter unexpected challenges?

When to use this

When to use: Use when setting goals or when facing complex projects.
Expected outcome: Encourages proactive planning for potential setbacks.
Variations: What's your backup plan? | What if things don't go as planned?
Follow-up questions: How flexible is your plan?
What other options have you considered?
Who can you consult if you need to adjust your plan?

Innovation and Creativity

How can we better capture and share innovative ideas within the team/organization?

When to use this

When to use: Use when discussing innovation initiatives, team meetings, or when brainstorming ways to improve processes.
Expected outcome: Develops systems and processes for capturing, sharing, and acting upon innovative ideas.
Variations: How can we capture ideas? | How can we share ideas better?
Follow-up questions: What processes or systems could we put in place to capture ideas?
How can we make it easier for people to share their ideas?
How can we ensure that good ideas are acted upon?

Innovation and Creativity

How can we better celebrate and recognise innovative contributions, both big and small?

When to use this

When to use: Use during team meetings, performance reviews, or when discussing ways to improve team morale.
Expected outcome: Reinforces innovative behaviors by recognizing and celebrating contributions, both large and small.
Variations: How can we recognise innovation? | How can we show our appreciation?
Follow-up questions: What forms of recognition are most meaningful to you and your colleagues?
How can we make recognition a regular part of our team culture?
How can we ensure that everyone feels valued for their contributions?

Innovation and Creativity

How can we better connect with our customers to understand their needs and generate innovative solutions?

When to use this

When to use: Use when developing new products or services, improving existing offerings, or when discussing customer satisfaction.
Expected outcome: emphasises the importance of understanding customer needs to drive innovation.
Variations: How can we better understand our customers? | How can we involve customers in innovation?
Follow-up questions: What methods can we use to gather customer feedback?
How can we better understand their pain points and unmet needs?
How can we involve customers in the innovation process?

Innovation and Creativity

How can we better leverage diverse perspectives and experiences to foster innovation?

When to use this

When to use: Use during team meetings, workshops, or when discussing innovation initiatives.
Expected outcome: recognises the importance of diversity and inclusion in driving innovation and seeks ways to leverage diverse perspectives.
Variations: How can we get more diverse perspectives? | How can we be more inclusive?
Follow-up questions: Whose perspectives are we missing?
How can we create a more inclusive environment where everyone feels comfortable sharing their ideas?
How can we encourage collaboration across different teams and departments?

Innovation and Creativity

How can we better utilize data and analytics to drive innovation and creativity?

When to use this

When to use: Use when planning innovation initiatives, evaluating ideas, or tracking progress.
Expected outcome: emphasises the role of data and analytics in informing and driving innovation.
Variations: How can we use data to innovate? | What data do we need?
Follow-up questions: What data do we have available that could inform our innovation efforts?
What metrics are most relevant to our goals?
How can we use data to identify opportunities and track progress?

Innovation and Creativity

How can we break down silos and foster more cross-functional collaboration to spark new ideas and perspectives?

When to use this

When to use: Use when addressing organisational silos, promoting teamwork, or planning innovation initiatives.
Expected outcome: Encourages collaboration across different teams and departments to leverage diverse perspectives and generate new ideas.
Variations: How can we collaborate more effectively? | How can we break down barriers between teams?
Follow-up questions: Which teams or departments could we collaborate with more effectively?
What barriers are preventing cross-functional collaboration?
How can we create opportunities for cross-functional teams to work together on innovation projects?

Innovation and Creativity

How can we challenge our own assumptions and biases to foster more creative thinking?

When to use this

When to use: Use during brainstorming sessions, problem-solving discussions, or when evaluating ideas.
Expected outcome: Promotes critical thinking and challenges ingrained assumptions to unlock new possibilities.
Variations: What are we assuming? | How can we challenge our assumptions?
Follow-up questions: What assumptions are we making about our customers, our market, or our competitors?
How can we test those assumptions?
What alternative perspectives might we consider?

Innovation and Creativity

How can we create a more supportive environment for experimentation and risk-taking?

When to use this

When to use: Use during team meetings, workshops, or when discussing innovation initiatives.
Expected outcome: Promotes a culture where experimentation and learning from failure are valued, essential for innovation.
Variations: How can we be more experimental? | How can we make it safe to take risks?
Follow-up questions: What specific changes could we make to encourage experimentation?
How can we reduce the fear of failure?
How can we celebrate learning from both successes and failures?

Innovation and Creativity

How can we cultivate a mindset of continuous learning and curiosity to fuel ongoing innovation?

When to use this

When to use: Use during team meetings, workshops, performance reviews, or when discussing innovation strategy.
Expected outcome: Promotes a culture of continuous learning and curiosity, which are essential drivers of long-term innovation.
Variations: How can we be more curious? | How can we foster continuous learning?
Follow-up questions: What opportunities are there for learning and development within our team/organization?
How can we encourage asking "why" and challenging the status quo?
How can we make learning a regular part of our workflow?

Innovation and Creativity

How can we design our processes and workflows to be more agile and adaptable to change?

When to use this

When to use: Use when reviewing processes, planning for the future, or adapting to changing market conditions.
Expected outcome: Focuses on building agility and adaptability into processes and workflows, enabling the organization to respond quickly to change.
Variations: How can we be more agile? | How can we adapt to change more effectively?
Follow-up questions: What processes are currently rigid or inflexible?
How can we make our processes more responsive to changing needs and priorities?
What tools or techniques could we use to improve our agility?

Innovation and Creativity

How can we ensure that our innovation efforts are aligned with our overall strategic goals and values?

When to use this

When to use: Use during strategic planning sessions, innovation workshops, or when evaluating new ideas or projects.
Expected outcome: Ensures that innovation efforts are focused on achieving strategic goals and are aligned with the organization's values.
Variations: How does this innovation align with our strategy? | Are we innovating in the right areas?
Follow-up questions: How does this innovation initiative contribute to our overall strategic objectives?
Are we innovating in areas that are aligned with our core values?
How will we measure the success of our innovation efforts in relation to our strategic goals?

Innovation and Creativity

How can we simplify our processes and products to make them more innovative and user-friendly?

When to use this

When to use: Use when reviewing processes, designing new products, or improving existing offerings.
Expected outcome: Focuses on simplifying processes and products to improve user experience and foster innovation.
Variations: How can we simplify this? | How can we make this easier to use?
Follow-up questions: What processes are overly complex or cumbersome?
What features are unnecessary or confusing?
How can we make our products and services easier to use and understand?

Innovation and Creativity

What are some examples of companies or individuals you admire for their innovation, and why?

When to use this

When to use: Use during brainstorming sessions, workshops, or when discussing innovation strategies.
Expected outcome: Draws inspiration from external examples of innovation and identifies potential best practices.
Variations: Who do you admire for their innovation? | What can we learn from others?
Follow-up questions: What specific aspects of their innovation do you find inspiring?
What lessons can we learn from their successes and failures?
How can we apply those lessons to our own work?

Innovation and Creativity

What are some potential "wild card" scenarios that could disrupt our industry, and how might we prepare for them?

When to use this

When to use: Use during strategic planning sessions, risk assessments, or when discussing long-term goals.
Expected outcome: Encourages thinking about potential future disruptions and developing strategies to adapt and thrive.
Variations: What could disrupt our industry? | How can we prepare for the unexpected?
Follow-up questions: What unexpected events or trends could significantly impact our business?
What are the potential opportunities and threats?
How can we build resilience and adaptability into our strategies?

Innovation and Creativity

What are some recent examples of where you've been innovative or creative in your work?

When to use this

When to use: Use during performance reviews, coaching sessions, or when encouraging further innovation.
Expected outcome: Highlights past successes and reinforces innovative behaviors, building confidence and self-awareness.
Variations: Tell me about a time you were creative. | What's a recent example of your innovation?
Follow-up questions: What challenges did you face?
What resources or support did you utilize?
How did it feel to be innovative in that situation?

Innovation and Creativity

What are some seemingly unrelated fields or industries that we could draw inspiration from?

When to use this

When to use: Use during brainstorming sessions, innovation workshops, or when a team is stuck in conventional thinking.
Expected outcome: Encourages drawing inspiration from seemingly unrelated fields to spark new ideas and approaches.
Variations: What can we learn from other fields? | Where else can we find inspiration?
Follow-up questions: What can we learn from other fields (e.g., art, science, nature, sports)?
How can we apply those lessons to our own work?
What analogies can we draw between our challenges and those in other fields?

Innovation and Creativity

What are some small, incremental changes we can make that could have a significant impact over time?

When to use this

When to use: Use when looking for quick wins, improving existing processes, or fostering a culture of continuous improvement.
Expected outcome: Focuses on making small, consistent improvements that can lead to significant long-term impact.
Variations: What small changes can we make? | How can we improve incrementally?
Follow-up questions: What are some low-hanging fruit opportunities for improvement?
What small changes could we make to our processes, products, or services?
How can we build a culture of continuous improvement?

Innovation and Creativity

What are the biggest risks we're not taking, and why?

When to use this

When to use: Use when discussing innovation strategy, evaluating new opportunities, or when a team is too risk-averse.
Expected outcome: Encourages taking calculated risks and identifies potential missed opportunities due to excessive risk aversion.
Variations: What risks aren't we taking? | What opportunities are we missing?
Follow-up questions: What opportunities are we missing out on by playing it safe?
What are the potential rewards of taking bigger risks?
How can we mitigate the fear of failure and encourage more risk-taking?

Innovation and Creativity

What does "innovation" mean to you in the context of your role and our team?

When to use this

When to use: Use at the beginning of innovation initiatives, team meetings, or when discussing new projects.
Expected outcome: Establishes a shared understanding of what innovation means within the specific context, aligning expectations.
Variations: How do you define innovation? | What does innovation look like here?
Follow-up questions: How do you see innovation applying to your daily work?
What are some examples of innovation you've observed (within or outside the company)?
What's your personal definition of innovation?

Innovation and Creativity

What if we removed all constraints - what would be possible?

When to use this

When to use: Use during brainstorming sessions, innovation workshops, or when a team is stuck in incremental thinking.
Expected outcome: Encourages thinking beyond current limitations to generate bold and ambitious ideas.
Variations: What if there were no limits? | What's the most ambitious idea?
Follow-up questions: What would we do if we had unlimited resources, time, and budget?
What's the most ambitious idea we can imagine?
How can we work towards that vision, even with constraints?

Innovation and Creativity

What new ideas or approaches have you been considering, even if they seem unconventional?

When to use this

When to use: Use during brainstorming sessions, innovation workshops, or when a team member is hesitant to share ideas.
Expected outcome: Creates a safe space to share new and potentially unconventional ideas, fostering a culture of experimentation.
Variations: What new ideas are you thinking about? | What if we tried something different?
Follow-up questions: What makes these ideas appealing to you?
What are the potential benefits and risks?
What's the smallest step you could take to explore one of these ideas?

Innovation and Creativity

What obstacles or barriers do you perceive to being more innovative in your role?

When to use this

When to use: Use when brainstorming ways to foster innovation, during team meetings, or when a team member seems stuck.
Expected outcome: Uncovers the obstacles preventing innovation and identifies potential solutions.
Variations: What's preventing innovation? | What's holding you back?
Follow-up questions: What specific factors are hindering your ability to be innovative?
What support or resources would help you overcome these barriers?
How can we create a more innovation-friendly environment?

Innovation and Creativity

What resources, tools, or training would help you be more innovative and creative?

When to use this

When to use: Use during performance reviews, career development discussions, or when planning innovation initiatives.
Expected outcome: Identifies specific needs for resources, tools, and training to support innovation and creativity.
Variations: What resources do you need? | What would help you be more innovative?
Follow-up questions: What specific skills would you like to develop?
What tools or technologies would be helpful?
What kind of training or mentorship would you benefit from?

Innovation and Creativity

What small experiments could we run to test new ideas or approaches?

When to use this

When to use: Use when exploring new ideas, developing new products or services, or when facing uncertainty.
Expected outcome: Promotes a culture of experimentation and learning by testing new ideas in a low-risk way.
Variations: How can we test this? | What's a small experiment we can run?
Follow-up questions: What's the smallest, simplest test we can run?
How will we measure the results?
What are our criteria for success?

Innovation and Creativity

What's one unconventional or "out-there" idea you have that we haven't explored yet, and what makes it intriguing?

When to use this

When to use: Use during brainstorming sessions, innovation workshops, or when a team is stuck in conventional thinking.
Expected outcome: Creates a safe space to share unconventional and potentially disruptive ideas, fostering a culture of experimentation.
Variations: What's a crazy idea you have? | What's something we haven't thought of?
Follow-up questions: What are the potential benefits of this idea, even if it seems far-fetched?
What are the potential risks or challenges?
What's the smallest step we could take to explore this idea further?

Motivation and Engagement

How can I, as your manager, better support your motivation and engagement?

When to use this

When to use: Use during coaching sessions, one-on-ones, or any time you want to improve your leadership.
Expected outcome: Provides an opportunity for the team member to provide feedback to their manager and request specific support.
Variations: How can I help you stay motivated? | What support do you need from me?
Follow-up questions: What am I doing well?
What could I do differently?
What specific support do you need from me?

Motivation and Engagement

How connected do you feel to the company's mission and values?

When to use this

When to use: Use during onboarding, performance reviews, or when discussing company culture.
Expected outcome: Assesses the team member's sense of purpose and connection to the larger organization.
Variations: Do you feel connected to our mission? | What's your why?
Follow-up questions: What aspects of the mission/values resonate with you most?
How can we better connect your work to the company's purpose?
Are there any areas where you feel disconnected?

Motivation and Engagement

How do you feel about the level of autonomy and decision-making authority you have in your role?

When to use this

When to use: Use during performance reviews, coaching sessions, or when discussing role responsibilities.
Expected outcome: Gauges the team member's satisfaction with their level of independence and decision-making power.
Variations: Do you feel you have enough autonomy? | Do you feel empowered to make decisions?
Follow-up questions: Are there any areas where you'd like more autonomy?
Are there any areas where you feel you need more guidance?
How can we better support your decision-making?

Motivation and Engagement

How do you feel about the level of challenge and growth opportunities in your current role?

When to use this

When to use: Use during performance reviews, career development discussions, or when a team member seems bored or unchallenged.
Expected outcome: Assesses the level of challenge and growth opportunities, which can impact motivation and engagement.
Variations: Are you feeling challenged? | Are you growing in your role?
Follow-up questions: Are you feeling challenged enough?
Are there any areas where you'd like to be stretched more?
What growth opportunities are you most interested in?

Motivation and Engagement

How do you feel about the level of communication and transparency within the team/organization?

When to use this

When to use: Use during team meetings, one-on-ones, or when addressing communication issues.
Expected outcome: Assesses the effectiveness of communication and transparency, which can impact motivation and engagement.
Variations: How's our communication? | Do you feel informed?
Follow-up questions: What's working well?
What could be improved?
Do you feel you have access to the information you need?

Motivation and Engagement

How do you handle situations where you feel your contributions are not being recognised?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member expresses feeling undervalued.
Expected outcome: Assesses the ability to address situations where recognition is lacking.
Variations: What do you do if you feel your work isn't recognised? | How do you advocate for yourself?
Follow-up questions: What steps do you take to address the situation?
How do you communicate your concerns?
What support do you need?

Motivation and Engagement

How do you maintain a healthy work-life balance?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing workload or stress.
Expected outcome: Encourages healthy boundaries and promotes overall well-being.
Variations: How's your work-life balance? | How do you disconnect from work?
Follow-up questions: What strategies do you use to disconnect from work?
What activities help you recharge and maintain your energy?
How can we support your work-life balance?

Motivation and Engagement

How do you prefer to receive feedback, and how often?

When to use this

When to use: Use when establishing a coaching relationship, giving feedback, or discussing communication preferences.
Expected outcome: Ensures that feedback is delivered in a way that is effective and well-received, fostering a growth mindset.
Variations: How do you like to receive feedback? | What's the best way to give you feedback?
Follow-up questions: What type of feedback is most helpful to you (positive, constructive, specific)?
Do you prefer verbal or written feedback?
How can I best deliver feedback to you?

Motivation and Engagement

How do you prioritize your well-being, both physically and mentally, amidst the demands of your work?

When to use this

When to use: Use during one-on-ones, coaching sessions, or when discussing workload, stress, or burnout. Also appropriate during onboarding to set expectations.
Expected outcome: Encourages a proactive discussion about prioritizing well-being and identifies specific strategies and support needs.
Variations: How do you manage work stress? | How do you prioritize your well-being?
Follow-up questions: What specific strategies or practices do you find most effective for managing stress and maintaining your energy levels?
What boundaries do you set (or need help setting) to protect your personal time and well-being?
What resources or support do you find helpful, or what additional support might you need?

Motivation and Engagement

How do you typically approach learning new things?

When to use this

When to use: Use during coaching sessions, training discussions, or when assigning new tasks.
Expected outcome: Identifies preferred learning methods to optimize development opportunities.
Variations: How do you learn best? | What's your learning style?
Follow-up questions: Do you prefer hands-on learning, reading, watching videos, or other methods?
What resources do you find most helpful?
How can we support your learning process?

Motivation and Engagement

How do you typically handle stress and maintain your well-being?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member seems stressed or overwhelmed.
Expected outcome: Assesses coping mechanisms and identifies areas for support to maintain motivation and engagement during challenging times.
Variations: How do you handle stress? | How do you take care of yourself?
Follow-up questions: What strategies do you find most effective?
What support do you need during stressful times?
How can we create a more supportive work environment?

Motivation and Engagement

How do you typically respond to setbacks or failures?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing difficult situations.
Expected outcome: Assesses the ability to learn from mistakes and bounce back from challenges.
Variations: How do you handle setbacks? | How do you deal with failure?
Follow-up questions: Can you share an example of a time you bounced back from a setback?
What strategies do you use to stay positive and motivated?
What support do you need during challenging times?

Motivation and Engagement

How well do you feel your skills and talents are being utilised in your current role?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member seems disengaged or unchallenged.
Expected outcome: Identifies opportunities to better leverage the team member's skills and increase job satisfaction.
Variations: Are you using your talents effectively? | Are you feeling challenged?
Follow-up questions: Are there any skills you have that you're not currently using?
What tasks or projects would best utilize your talents?
How can we better align your role with your strengths?

Motivation and Engagement

What are your career aspirations, and how can this role help you achieve them?

When to use this

When to use: Use during performance reviews, career development discussions, or when setting goals.
Expected outcome: Connects the current role to the team member's long-term career goals, increasing motivation and engagement.
Variations: What are your career goals? | How does this role fit into your plans?
Follow-up questions: Where do you see yourself in the next 3-5 years?
What skills or experiences do you need to gain?
How can I support your career growth?

Motivation and Engagement

What are your personal interests and passions outside of work?

When to use this

When to use: Use during informal conversations, team-building activities, or when discussing work-life balance.
Expected outcome: Shows genuine interest in the team member as a whole person and identifies potential connections to work.
Variations: What are you passionate about? | What do you do outside of work?
Follow-up questions: How do these interests contribute to your overall well-being?
How can we support your work-life balance?
Are there any ways to connect your personal interests to your work?

Motivation and Engagement

What are your preferred methods for staying organized and managing your tasks?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member is struggling with organization or productivity.
Expected outcome: Assesses organisational skills and identifies areas for support.
Variations: How do you stay organized? | What are your organisational methods?
Follow-up questions: What tools or techniques do you find most effective?
What challenges do you face in staying organized?
How can we support your organisational efforts?

Motivation and Engagement

What are your thoughts on the current team dynamics and relationships?

When to use this

When to use: Use during team meetings, one-on-ones, or when addressing team conflicts.
Expected outcome: Assesses the health of team relationships and identifies areas for improvement.
Variations: How are things going with the team? | How are the team dynamics?
Follow-up questions: What's working well within the team?
What could be improved?
How can we foster a more positive and productive team environment?

Motivation and Engagement

What are your thoughts on the current workload and deadlines?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member seems stressed or overwhelmed.
Expected outcome: Assesses the impact of workload and deadlines on motivation and well-being.
Variations: How's your workload? | Are the deadlines realistic?
Follow-up questions: Do you feel the workload is manageable?
Are the deadlines realistic?
What support do you need to manage your workload effectively?

Motivation and Engagement

What are your thoughts on the team's current level of collaboration and communication?

When to use this

When to use: Use during team meetings, one-on-ones, or when addressing team issues.
Expected outcome: Identifies areas for improvement in team collaboration and communication, which can impact motivation and engagement.
Variations: How's our teamwork? | How's our communication?
Follow-up questions: What's working well?
What could be improved?
How can we foster a more collaborative environment?

Motivation and Engagement

What aspects of your work do you find most energizing and motivating?

When to use this

When to use: Use during performance reviews, coaching sessions, one-on-ones, or when a team member seems disengaged.
Expected outcome: Helps understand what intrinsically motivates the team member and identify areas of strength.
Variations: What excites you about your work? | What do you enjoy most?
Follow-up questions: Why do these aspects energize you?
How can we incorporate more of these into your work?
What specific tasks or projects do you find most engaging?

Motivation and Engagement

What can the team/organization do to create a more motivating and engaging work environment?

When to use this

When to use: Use during team meetings, surveys, or when discussing company culture.
Expected outcome: Gathers input on how to create a more motivating and engaging work environment for everyone.
Variations: What would make this a better place to work? | What would improve your motivation?
Follow-up questions: What changes would make the biggest difference to your motivation?
What ideas do you have for improving the work environment?
What are other companies doing that you think we could learn from?

Motivation and Engagement

What forms of recognition and appreciation do you find most meaningful and motivating?

When to use this

When to use: Use during onboarding, one-on-ones, performance reviews, or when planning team rewards and recognition programs.
Expected outcome: Elicits specific preferences for recognition and appreciation, ensuring that efforts to acknowledge contributions are impactful and well-received.
Variations: How do you like to be recognised? | What kind of appreciation motivates you most?
Follow-up questions: Can you give me some examples of recognition you've received in the past that you found particularly effective?
What makes those forms of recognition meaningful to you?
Are there any types of recognition you *don't* find helpful or motivating?

Motivation and Engagement

What kind of challenges or projects do you find most stimulating and rewarding?

When to use this

When to use: Use during performance reviews, project assignments, or when a team member seems disengaged.
Expected outcome: Helps identify the types of work that intrinsically motivate the team member.
Variations: What kind of work excites you? | What challenges do you enjoy?
Follow-up questions: What makes these challenges/projects stimulating?
How can we incorporate more of these types of challenges into your work?
What skills do you enjoy using most?

Motivation and Engagement

What kind of feedback or guidance do you find most helpful in achieving your goals?

When to use this

When to use: Use when establishing a coaching relationship, giving feedback, or discussing communication preferences.
Expected outcome: Tailors feedback and guidance to the individual's preferences.
Variations: What kind of feedback helps you most? | How do you like to receive guidance?
Follow-up questions: Do you prefer direct feedback, or a more collaborative approach?
What specific types of feedback are most useful to you?
How often would you like to receive feedback and guidance?

Motivation and Engagement

What kind of recognition or appreciation makes you feel most valued?

When to use this

When to use: Use when discussing motivation, providing feedback, or planning recognition programs.
Expected outcome: Helps understand how to effectively recognise and appreciate the team member's contributions.
Variations: How do you like to be recognised? | What makes you feel valued?
Follow-up questions: Do you prefer public or private recognition?
What specific actions or accomplishments would you like to be recognised for?
How often would you like to receive recognition?

Motivation and Engagement

What kind of work environment do you thrive in?

When to use this

When to use: Use during onboarding, team discussions, or when addressing issues related to work environment.
Expected outcome: Identifies the ideal work environment for the team member to maximise their motivation and productivity.
Variations: What's your ideal work environment? | Where do you do your best work?
Follow-up questions: Do you prefer working independently or collaboratively?
What type of team dynamics do you find most productive?
What physical work environment is most conducive to your focus?

Motivation and Engagement

What makes you feel valued and appreciated as a member of the team?

When to use this

When to use: Use during coaching sessions, team meetings, or when discussing team culture.
Expected outcome: Identifies specific actions and behaviors that contribute to a sense of belonging and appreciation.
Variations: What makes you feel valued? | How can we show our appreciation?
Follow-up questions: What actions or behaviors from colleagues or managers make you feel valued?
What kind of feedback is most meaningful to you?
How can we foster a more appreciative environment?

Motivation and Engagement

What opportunities for growth and development are you most interested in?

When to use this

When to use: Use during performance reviews, career development discussions, or when setting goals.
Expected outcome: Helps identify specific areas for professional development and aligns them with the team member's interests.
Variations: What do you want to learn? | What skills do you want to develop?
Follow-up questions: What new skills would you like to acquire?
What areas of expertise would you like to develop?
What are your long-term career goals?

Motivation and Engagement

What, if anything, is currently draining your energy or demotivating you at work?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member seems disengaged or stressed.
Expected outcome: Allows proactive identification and addressing of issues negatively impacting motivation and engagement.
Variations: What's draining your energy? | What's making work difficult?
Follow-up questions: What impact is this having on your performance and well-being?
What changes could we make to address this?
What support do you need?

Performance Feedback

How can I better support you in your role?

When to use this

When to use: Use during performance reviews, coaching sessions, or any time you want to improve your support.
Expected outcome: Provides an opportunity for the team member to provide feedback to their manager.
Variations: How can I help? | What can I do to better support you?
Follow-up questions: What am I doing well?
What could I do differently?
What specific support do you need?

Performance Feedback

How do you approach problem-solving, and can you give an example of a recent situation?

When to use this

When to use: Use during performance reviews, coaching sessions, or when discussing challenging situations.
Expected outcome: Assesses problem-solving skills and provides concrete examples.
Variations: How do you solve problems? | Can you give me an example?
Follow-up questions: What steps do you typically take when faced with a problem?
How do you analyze information and identify solutions?
What was the outcome of the recent situation you described?

Performance Feedback

How do you collaborate with others on your team?

When to use this

When to use: Use during performance reviews, team meetings, or when addressing team conflicts.
Expected outcome: Assesses teamwork and collaboration skills.
Variations: How do you work with others? | What's your role on the team?
Follow-up questions: What are your strengths in a team setting?
What challenges do you face in collaborating with others?
How can you improve your teamwork skills?

Performance Feedback

How do you contribute to a positive and productive team environment?

When to use this

When to use: Use during performance reviews, team meetings, or when addressing team dynamics.
Expected outcome: Assesses the team member's contribution to the overall team environment.
Variations: How do you contribute to the team? | How do you build positive relationships?
Follow-up questions: What are your strengths in building relationships with colleagues?
How do you support your team members?
How do you handle conflict or disagreements?

Performance Feedback

How do you ensure your work is aligned with the team's/organization's goals?

When to use this

When to use: Use during performance reviews, goal-setting discussions, or when reviewing team strategy.
Expected outcome: Ensures that the team member's work is aligned with broader objectives.
Variations: How does your work connect to the bigger picture? | How do you stay aligned with our goals?
Follow-up questions: How do you stay informed about team/organisational priorities?
How do you connect your work to the bigger picture?
How do you ensure your efforts are contributing to the overall goals?

Performance Feedback

How do you feel about the level of autonomy and decision-making authority you have in your role?

When to use this

When to use: Use during performance reviews, coaching sessions, or when discussing role responsibilities.
Expected outcome: Gauges the team member's satisfaction with their level of independence and decision-making power.
Variations: Do you feel you have enough autonomy? | Do you feel empowered to make decisions?
Follow-up questions: Are there any areas where you'd like more autonomy?
Are there any areas where you feel you need more guidance?
How can we better support your decision-making?

Performance Feedback

How do you feel about your overall performance?

When to use this

When to use: Use at the beginning of a performance review or coaching session.
Expected outcome: Encourages the team member to reflect on their performance and share their perspective.
Variations: How do you think you're doing? | How are things going?
Follow-up questions: What are your strengths?
What are your challenges?
What support do you need?

Performance Feedback

How do you handle constructive criticism?

When to use this

When to use: Use during performance reviews, coaching sessions, or when preparing to give constructive feedback.
Expected outcome: Assesses the team member's ability to receive and learn from feedback.
Variations: How do you react to feedback? | How do you handle criticism?
Follow-up questions: Can you give me an example of a time you received constructive feedback?
How did you respond?
What did you learn from it?

Performance Feedback

How do you handle stressful situations or high-pressure deadlines?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member is facing a challenging situation.
Expected outcome: Assesses coping mechanisms and identifies areas for support.
Variations: How do you handle stress? | How do you perform under pressure?
Follow-up questions: What strategies do you use to manage stress?
What support do you need during stressful times?
How do you maintain your performance under pressure?

Performance Feedback

How do you prefer to receive feedback?

When to use this

When to use: Use when establishing a coaching relationship or when giving feedback to a new team member.
Expected outcome: Ensures that feedback is delivered in a way that is effective and well-received.
Variations: How do you like to receive feedback? | What's the best way to give you feedback?
Follow-up questions: What type of feedback is most helpful to you (positive, constructive, specific)?
How often would you like to receive feedback?
In what format (verbal, written, informal, formal)?

Performance Feedback

How do you solicit feedback from others?

When to use this

When to use: Use during performance reviews, coaching sessions, or when discussing communication and development.
Expected outcome: Assesses willingness and ability to proactively seek out feedback for self-improvement.
Variations: How do you ask for input? | How do you get feedback from others?
Follow-up questions: How do you encourage honest and candid feedback?
What specific questions do you ask?
How do you respond to the feedback you receive?

Performance Feedback

How do you stay organized and manage your time effectively?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member is struggling with deadlines or workload.
Expected outcome: Assesses time management skills and identifies areas for improvement.
Variations: How do you manage your time? | How do you stay organized?
Follow-up questions: What tools or techniques do you use?
What challenges do you face in managing your time?
How do you prioritize tasks?

Performance Feedback

How do you typically prepare for a performance review discussion?

When to use this

When to use: Use before a performance review to help the team member prepare, or after to discuss their approach.
Expected outcome: Assesses how proactively the team member prepares for performance discussions.
Variations: How do you get ready for a performance review? | What's your approach to performance reviews?
Follow-up questions: What aspects of your performance do you reflect on?
What data or examples do you gather?
What questions do you prepare to ask?

Performance Feedback

How well do you feel your skills and abilities are being utilised in your current role?

When to use this

When to use: Use during performance reviews, career discussions, or when a team member seems disengaged.
Expected outcome: Identifies opportunities to better leverage the team member's strengths.
Variations: Are you using your skills effectively? | Are you feeling challenged?
Follow-up questions: Are there any skills you have that you're not currently using?
Are there any tasks you'd like to take on that would better utilize your skills?
How can we better align your role with your strengths?

Performance Feedback

What are you doing to develop your skills and knowledge?

When to use this

When to use: Use during performance reviews, career discussions, or when discussing development plans.
Expected outcome: Encourages continuous learning and professional growth.
Variations: What are you learning? | How are you developing your skills?
Follow-up questions: What training or development opportunities have you pursued?
What are you reading or learning outside of work?
What are your learning goals?

Performance Feedback

What are you most proud of accomplishing recently?

When to use this

When to use: Use during performance reviews, after successful projects, or when a team member needs a confidence boost.
Expected outcome: Reinforces positive behaviors and identifies areas of excellence.
Variations: What went well? | What are your recent successes?
Follow-up questions: What skills did you use to achieve this?
How can you apply those skills to other areas?
How did it feel to accomplish this?

Performance Feedback

What are your goals for the next [review period/quarter/year]?

When to use this

When to use: Use during performance reviews or when setting goals.
Expected outcome: Sets expectations and establishes goals for future performance.
Variations: What are you working towards? | What are your objectives?
Follow-up questions: How will you measure your progress towards these goals?
What support do you need to achieve these goals?
How do these goals align with team/organisational objectives?

Performance Feedback

What are your preferred methods for staying up-to-date with industry trends and best practices?

When to use this

When to use: Use during performance reviews, career development discussions, or when discussing new projects or initiatives.
Expected outcome: Assesses commitment to ongoing learning and staying informed about relevant developments.
Variations: How do you keep up with what's new? | How do you stay current in your field?
Follow-up questions: What resources do you regularly follow (blogs, publications, podcasts, etc.)?
What conferences or workshops have you attended recently?
How do you apply what you learn to your work?

Performance Feedback

What are your preferred methods of communication, and how effective are they?

When to use this

When to use: Use during performance reviews, coaching sessions, or when addressing communication issues.
Expected outcome: Assesses communication skills and identifies areas for improvement.
Variations: How do you communicate? | How effective is your communication?
Follow-up questions: What communication channels do you prefer (email, instant messaging, meetings)?
How do you ensure your communication is clear and concise?
What challenges do you face in communicating with others?

Performance Feedback

What challenges have you encountered in your role recently?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member is facing difficulties.
Expected outcome: Identifies obstacles and provides opportunities for support and development.
Variations: What's been difficult? | What roadblocks have you encountered?
Follow-up questions: How did you address those challenges?
What support do you need?
What did you learn from those challenges?

Performance Feedback

What feedback have you received from others (colleagues, clients, stakeholders)?

When to use this

When to use: Use during performance reviews, 360-degree feedback processes, or when seeking input from others.
Expected outcome: Provides a broader perspective on performance and identifies areas for development.
Variations: What have you heard from others? | What's the word on the street?
Follow-up questions: How did that feedback make you feel?
What did you agree with?
What did you disagree with?

Performance Feedback

What feedback would you like to give me?

When to use this

When to use: Use during coaching sessions or one-on-ones
Expected outcome: Creates a space to receive feedback.
Variations: How am I doing as a manager/leader?
Follow-up questions: What am I doing that supports your performance?,
What am I not doing, that I should be?,
Do you have any suggestions for how I can better support you

Performance Feedback

What motivates you to perform at your best?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member seems demotivated.
Expected outcome: Identifies what drives the team member's performance.
Variations: What drives you? | What makes you excited about your work?
Follow-up questions: What aspects of your work do you find most rewarding?
What type of recognition is most meaningful to you?
What are your career aspirations?

Performance Feedback

What new skills or knowledge are you interested in acquiring to enhance your performance?

When to use this

When to use: Use during performance reviews, career development discussions, or when setting goals.
Expected outcome: Helps identify specific areas for professional development and creates a plan for improvement.
Variations: What do you want to learn next? | What skills would you like to develop?
Follow-up questions: Why are these skills/knowledge important to you?
What resources are available to help you acquire them?
How can I support your learning goals?

Performance Feedback

What specific examples can you share that demonstrate [key competency/skill]?

When to use this

When to use: Use during performance reviews, when discussing specific skills, or when providing feedback.
Expected outcome: Provides concrete examples to support performance discussions.
Variations: Can you give me an example? | Show me what you mean.
Follow-up questions: How did you approach that situation?
What was the outcome?
What did you learn?

Performance Feedback

What support or resources would help you improve your performance?

When to use this

When to use: Use during performance reviews, coaching sessions, or when discussing development plans.
Expected outcome: Ensures the team member has access to the necessary resources for improvement.
Variations: What do you need to succeed? | How can I support you?
Follow-up questions: What specific training or development opportunities would be beneficial?
Who can you learn from?
What tools or systems would be helpful?

Performance Feedback

What's one area where you'd like to improve your performance?

When to use this

When to use: Use during performance reviews, coaching sessions, or when a team member expresses a desire to improve.
Expected outcome: Helps the team member take ownership of their development and identify areas for growth.
Variations: What could you do better? | Where do you see room for growth?
Follow-up questions: What support do you need to improve in this area?
What resources are available to you?
What's a realistic goal for improvement?

Performance Feedback

What's one thing I could do differently as a manager to better support your performance?

When to use this

When to use: Use during performance reviews, coaching sessions, or any time you want to improve your leadership.
Expected outcome: Provides an opportunity for the team member to give constructive feedback to their manager.
Variations: How can I be a better manager for you? | What can I do to support you better?
Follow-up questions: What am I currently doing that's helpful?
What could I do more of, less of, or differently?
What specific support do you need from me?

Performance Feedback

What's one thing you could do differently to improve your [specific skill/area]?

When to use this

When to use: Use when providing constructive feedback or discussing development areas.
Expected outcome: Encourages specific actions for improvement.
Variations: What's one thing you could change? | What could you do differently?
Follow-up questions: What resources or support would help you make this change?
How will you know if the change is effective?
What's a realistic timeframe for making this change?

Problem Solving

How can we "zoom out" to see this problem in a broader context, and what insights might that provide?

When to use this

When to use: Use when a problem is complex, interconnected with other issues, or when a narrow focus is limiting progress.
Expected outcome: Encourages seeing the problem in a broader context, which can reveal new solutions or insights.
Variations: What's the bigger picture? | How does this fit into the larger system?
Follow-up questions: How does this problem fit into the larger system or organization?
Are there any broader patterns or trends to consider?
What might we be missing by focusing too narrowly on the details?

Problem Solving

How can we better utilize existing resources (people, tools, budget, etc.) to solve this problem?

When to use this

When to use: Use when resources are limited or when a team member is overlooking existing assets.
Expected outcome: Encourages making the most of available resources before seeking new ones.
Variations: What resources do we already have? | Who can help us?
Follow-up questions: Who do we already know who might be able to help?
What tools or systems are already in place that we can use?
Are there any underutilised resources that could be relevant?

Problem Solving

How can we prevent this problem from happening again in the future?

When to use this

When to use: Use after a problem is resolved or when addressing recurring issues.
Expected outcome: Focuses on long-term solutions and continuous improvement.
Variations: How can we prevent this in the future? | What can we do differently?
Follow-up questions: What changes can we make to our processes or systems?
What training or education is needed?
How can we improve communication?

Problem Solving

How can you break this problem down into smaller, more manageable parts?

When to use this

When to use: Use when a problem seems too large or complex.
Expected outcome: Makes complex problems less overwhelming and easier to address.
Variations: What are the smaller steps? | How can we break this down?
Follow-up questions: What are the individual steps involved?
What are the dependencies between these steps?
What can be tackled first?

Problem Solving

How can you test a potential solution before fully implementing it?

When to use this

When to use: Use when implementing new solutions or making significant changes.
Expected outcome: Reduces risk and allows for iterative improvement.
Variations: How can we test this? | Can we run a pilot?
Follow-up questions: What's a small-scale test you can run?
How will you measure the results of the test?
What are your criteria for success?

Problem Solving

How is this problem affecting team dynamics, and what can we do to mitigate those effects?

When to use this

When to use: Use when a problem is impacting team performance, morale, or communication.
Expected outcome: Focuses on the interpersonal consequences of the problem and seeks solutions to improve team dynamics.
Variations: How is this affecting the team? | What's the impact on team morale?
Follow-up questions: Is this problem creating tension or conflict within the team?
How is it impacting communication and collaboration?
What steps can we take to improve team morale and cohesion?

Problem Solving

How might your current perspective be influencing your approach to this problem, and what other perspectives might be valuable?

When to use this

When to use: Use when a team member is stuck, fixated on a single solution, or when there are interpersonal conflicts.
Expected outcome: Encourages considering different viewpoints and challenging personal biases to gain a more comprehensive understanding.
Variations: What are the different perspectives here? | How might others see this?
Follow-up questions: Who else is affected by this problem?
How might they see the situation differently?
What assumptions are you making that might not be true?

Problem Solving

If you could seek advice from anyone (past or present, real or fictional), who would it be and why?

When to use this

When to use: Use when a team member is stuck, needs a fresh perspective, or lacks confidence.
Expected outcome: Encourages thinking outside the box and drawing inspiration from diverse sources.
Variations: Who would you ask for advice? | Who inspires you in this area?
Follow-up questions: What qualities or expertise does that person possess?
What advice do you think they would offer?
How can you apply that advice to your current situation?

Problem Solving

Instead of focusing on the problem itself, what if we focused on the desired outcome? What would that look like?

When to use this

When to use: Use when a team member is overwhelmed by the problem or stuck in negative thinking.
Expected outcome: Shifts the focus from the negative (the problem) to the positive (the desired outcome), fostering creativity and motivation.
Variations: What's the ideal outcome? | What if this problem didn't exist?
Follow-up questions: What's the ideal state we're trying to achieve?
What would be different if the problem were completely resolved?
How can we work backward from that desired outcome?

Problem Solving

What are some potential solutions you've considered?

When to use this

When to use: Use after identifying a problem, or when a team member is fixated on a single solution.
Expected outcome: Prompts generation of multiple possible solutions.
Variations: What are some possible approaches? | What else could you try?
Follow-up questions: What are the pros/cons of each solution?
What resources could help you evaluate these solutions?
Who else might have input on potential solutions?

Problem Solving

What are the ethical implications of this problem and its potential solutions?

When to use this

When to use: Use when making decisions that have significant impact on others.
Expected outcome: Ensures that ethical considerations are taken into account.
Variations: Are there any ethical concerns? | Is this the right thing to do?
Follow-up questions: What are the potential impacts on stakeholders?
Are there any conflicts of interest?
Does this align with our values?

Problem Solving

What are the immediate consequences of addressing or ignoring this problem?

When to use this

When to use: Use when a problem needs immediate attention or when a team member is procrastinating.
Expected outcome: Focuses attention on the immediate, tangible effects of action or inaction, helping to prioritize and motivate.
Variations: What happens in the next 24 hours if we do/don't address this? | What's the immediate impact?
Follow-up questions: What are the immediate benefits of taking action?
What are the immediate risks of inaction?
How will this affect the team/project/client *right now*?

Problem Solving

What are the long-term implications of this problem and its potential solutions?

When to use this

When to use: Use when making decisions that have significant long-term impact.
Expected outcome: Encourages considering the broader context and future implications.
Variations: What are the long-term effects? | How will this impact us down the road?
Follow-up questions: How will this affect us in the future?
What are the potential ripple effects?
Are we considering the long-term consequences?

Problem Solving

What are the potential consequences of not solving this problem?

When to use this

When to use: Use when a problem is being ignored or when a team member lacks motivation.
Expected outcome: Highlights the importance of finding a solution and motivates action.
Variations: What's at stake? | What are the risks of inaction?
Follow-up questions: How will this impact you, the team, or the organization?
What's the worst-case scenario?
How urgent is it to find a solution?

Problem Solving

What are the potential risks and benefits of each potential solution?

When to use this

When to use: Use when choosing between multiple solutions or when a solution involves significant risk.
Expected outcome: Ensures a thorough evaluation of potential solutions before making a decision.
Variations: What are the pros and cons? | What are the potential downsides?
Follow-up questions: What are the short-term and long-term risks/benefits?
How likely are these risks/benefits to occur?
How can we mitigate the risks?

Problem Solving

What are the root causes of this problem?

When to use this

When to use: Use when addressing recurring problems or when a superficial solution isn't working.
Expected outcome: Identifies the underlying causes of the problem, not just the symptoms.
Variations: Why is this happening? | What's causing this?
Follow-up questions: Why is this happening?
What are the underlying factors?
What assumptions are we making?

Problem Solving

What are the trade-offs we need to consider when evaluating potential solutions?

When to use this

When to use: Use when choosing between multiple solutions or when resources are limited.
Expected outcome: Forces a conscious consideration of the compromises involved in any decision.
Variations: What are the trade-offs? | What are we willing to give up?
Follow-up questions: What are we willing to sacrifice to achieve a particular outcome?
What are the competing priorities?
How do these trade-offs align with our values and goals?

Problem Solving

What assumptions are you making about this problem?

When to use this

When to use: Use when a team member is stuck or when solutions aren't working.
Expected outcome: Uncovers hidden biases and encourages considering alternative viewpoints.
Variations: What are we assuming? | What if we're wrong?
Follow-up questions: What evidence supports those assumptions?
What if those assumptions are wrong?
What are alternative perspectives?

Problem Solving

What can you learn from this problem, even if you don't find a perfect solution?

When to use this

When to use: Use when a problem is resolved (successfully or not) or when reflecting on past experiences.
Expected outcome: Encourages extracting valuable lessons from difficult situations.
Variations: What have we learned? | What can we take away from this?
Follow-up questions: What insights have you gained?
What would you do differently next time?
How can you apply this learning to other situations?

Problem Solving

What criteria will you use to evaluate potential solutions?

When to use this

When to use: Use when choosing between multiple solutions.
Expected outcome: Provides a framework for making objective and consistent decisions.
Variations: What are our priorities? | How will we decide?
Follow-up questions: What are the most important factors to consider?
How will you weigh these factors?
What are your "must-haves" and "nice-to-haves"?

Problem Solving

What have you already tried to solve this problem?

When to use this

When to use: Use when a team member is stuck or has tried multiple solutions without success.
Expected outcome: Identifies previous attempts and prevents repeating ineffective strategies.
Variations: What have you tried so far? | What hasn't worked?
Follow-up questions: What were the results of those attempts?
What did you learn from those experiences?
What worked, and what didn't work?

Problem Solving

What information do you need to better understand this problem?

When to use this

When to use: Use when a problem is unclear or when more information is needed.
Expected outcome: Identifies knowledge gaps and guides further investigation.
Variations: What don't we know? | What information is missing?
Follow-up questions: Where can you find this information?
Who can you ask for help?
What data would be helpful?

Problem Solving

What information is absolutely essential to solving this problem, and what information is just "noise"?

When to use this

When to use: Use when a problem is complex, involves a lot of data, or when a team member is overwhelmed by information.
Expected outcome: Helps to focus on the most critical information and avoid getting bogged down in irrelevant details.
Variations: What's the core information we need? | What can we ignore?
Follow-up questions: What are the key facts we need to know?
What data is most relevant?
What can we safely ignore for now?

Problem Solving

What limitations or constraints are we working within, and how can we be creative within those constraints?

When to use this

When to use: Use when resources are limited, deadlines are tight, or other constraints exist.
Expected outcome: Encourages finding creative solutions *within* existing limitations, rather than being paralysed by them.
Variations: What are our limitations? | How can we be creative within these boundaries?
Follow-up questions: What factors are truly unchangeable?
What resources *do* we have available?
How can we use these constraints as a catalyst for innovation?

Problem Solving

What low-risk experiments could we run to test potential solutions or gather more information?

When to use this

When to use: Use when implementing new solutions, making changes, or when facing uncertainty.
Expected outcome: Encourages a scientific, data-driven approach to problem-solving, minimising risk and maximizing learning.
Variations: How can we test this? | What's a small experiment we can run?
Follow-up questions: What's the smallest, simplest test we can run?
How will we measure the results?
What are our criteria for success?

Problem Solving

What resources are available to help you solve this problem?

When to use this

When to use: Use when a team member feels stuck or lacks resources.
Expected outcome: Identifies available resources and encourages leveraging them effectively.
Variations: What resources do we have? | What support is available?
Follow-up questions: What internal resources are available?
What external resources might be helpful?
Who can you ask for assistance?

Problem Solving

What underlying values or principles are most important to consider when addressing this problem?

When to use this

When to use: Use when making decisions that have ethical implications or when there are conflicting values.
Expected outcome: Ensures that solutions align with core values and ethical principles.
Variations: What are our values here? | What's the right thing to do?
Follow-up questions: Are there any competing values at play?
How do our values inform our decision-making process?
What's the *right* thing to do, even if it's difficult?

Problem Solving

What would a successful solution look like?

When to use this

When to use: Use when defining the problem and evaluating potential solutions.
Expected outcome: Clarifies the desired outcome and provides a target to aim for.
Variations: What does success look like? | How will we know we've solved it?
Follow-up questions: What would be the ideal outcome?
How will you know you've solved the problem?
What will be different once the problem is solved?

Problem Solving

What's one small step you can take today to move towards a solution?

When to use this

When to use: Use when a team member feels overwhelmed or is procrastinating.
Expected outcome: Encourages focus on immediate, manageable actions.
Variations: What's one thing you can do right now? | What's the smallest possible step?
Follow-up questions: What support do you need to take that step?
When will you take it?
How will you know it's effective?

Problem Solving

What's preventing you from addressing this issue directly, and how can we overcome those barriers?

When to use this

When to use: Use when a team member is avoiding a problem or difficult conversation.
Expected outcome: Directly addresses procrastination and avoidance, uncovering the underlying reasons and finding solutions.
Variations: What's holding you back? | What's making this difficult to address?
Follow-up questions: What are you uncomfortable about?
What resources or support do you need?
What's the smallest step you can take to start addressing it?

Problem Solving

What's the first actionable step, regardless of how small, that can be taken immediately?

When to use this

When to use: Use when a team member is procrastinating, overwhelmed, or unsure where to start.
Expected outcome: Focuses on taking immediate action, no matter how small, to overcome inertia and start making progress.
Variations: What's the very first step? | What can you do right now?
Follow-up questions: What can you do *right now* to get the ball rolling?
What's the smallest possible step you can take?
Who needs to be involved in this first step?

Problem Solving

What's the most optimistic outcome, and how can we increase its likelihood?

When to use this

When to use: Use when brainstorming solutions, setting goals, or boosting morale.
Expected outcome: Focuses on the potential positive outcomes and motivates action towards achieving them.
Variations: What's the best that could happen? | How can we make that happen?
Follow-up questions: What factors would contribute to this best-case scenario?
What actions can we take to maximise our chances of achieving it?
How can we leverage our strengths to achieve this outcome?

Problem Solving

What's the absolute worst-case scenario, and how can we prepare for it? (Focus on preparedness, not just fear)

When to use this

When to use: Use when assessing risk and developing contingency plans.
Expected outcome: Encourages proactive planning for potential negative outcomes, but emphasises *preparedness* rather than dwelling on fear.
Variations: What's the worst that could happen? | How can we prepare for that?
Follow-up questions: How likely is this worst-case scenario?
What steps can we take to *prevent* it from happening?
What's our plan B if it *does* happen?

Problem Solving

What's the best-case scenario if you solve this problem effectively?

When to use this

When to use: Use when defining the problem and motivating action.
Expected outcome: Highlights the potential positive outcomes and increases motivation.
Variations: What's the best that could happen? | What are the potential rewards?
Follow-up questions: How likely is this best-case scenario?
What can you do to increase the chances of it happening?
How will this impact you, the team, or the organization?

Problem Solving

What's the biggest obstacle you're facing right now?

When to use this

When to use: Use when a team member is stuck, facing a challenge, or reports a problem.
Expected outcome: Helps articulate the specific issue that needs to be addressed.
Variations: What's the main challenge? | What's holding you back?
Follow-up questions: How long has this been an issue?
What have you already tried?
What's the impact of this obstacle?

Problem Solving

What's the simplest, most direct path to a solution, even if it's not perfect?

When to use this

When to use: Use when a team member is overthinking, procrastinating, or striving for perfection.
Expected outcome: Encourages finding the most straightforward solution, avoiding unnecessary complexity.
Variations: What's the simplest solution? | How can we simplify this?
Follow-up questions: Are we overcomplicating things?
What's the minimum viable solution?
What can we do *now* to make progress?

Problem Solving

What's the worst-case scenario if you don't solve this problem?

When to use this

When to use: Use when assessing risk and developing contingency plans.
Expected outcome: Encourages proactive planning for potential negative outcomes.
Variations: What's the worst that could happen? | What if we fail?
Follow-up questions: How likely is this worst-case scenario?
What can you do to prevent it?
What's your plan B if it happens?

Problem Solving

Who else might have valuable input or expertise on this problem?

When to use this

When to use: Use when a team member is stuck or when the problem is complex.
Expected outcome: Encourages seeking input from others and leveraging collective knowledge.
Variations: Who else can we involve? | Who has relevant expertise?
Follow-up questions: Who has experience with similar problems?
Who might have a different perspective?
Who can you consult for advice?

Teamwork and Collaboration

How can we better support each other's individual roles and responsibilities within the team?

When to use this

When to use: Use during team meetings, project kickoffs, or when discussing roles and responsibilities.
Expected outcome: Encourages team members to support each other and clarifies individual roles and responsibilities.
Variations: How can we support each other better? | How can we help each other succeed?
Follow-up questions: Do we have a clear understanding of each other's roles?
How can we better assist each other in achieving our individual goals?
How can we create a more supportive and collaborative environment?

Teamwork and Collaboration

How can we better utilize technology and tools to enhance our teamwork and collaboration?

When to use this

When to use: Use during team meetings, retrospectives, or when discussing communication and productivity.
Expected outcome: Identifies opportunities to utilize technology and tools to improve teamwork and collaboration.
Variations: How can we use technology to collaborate better? | What tools could help us?
Follow-up questions: What tools are we currently using?
How effectively are we using these tools?
Are there any new tools or technologies that could improve our collaboration?

Teamwork and Collaboration

How can we foster a more inclusive and supportive team environment?

When to use this

When to use: Use during team meetings, workshops, or when discussing team culture or diversity and inclusion initiatives.
Expected outcome: Promotes a culture of inclusivity and support, where all team members feel valued and respected.
Variations: How can we be more inclusive? | How can we create a more supportive team?
Follow-up questions: What behaviors contribute to an inclusive environment?
What behaviors detract from an inclusive environment?
How can we ensure everyone feels valued and respected?

Teamwork and Collaboration

How do we build and maintain trust within the team?

When to use this

When to use: Use during team meetings, workshops, or when addressing team conflicts or communication issues.
Expected outcome: Addresses the crucial element of trust within the team, which is essential for effective collaboration.
Variations: How do we build trust? | How can we be more trusting?
Follow-up questions: What behaviors build trust within the team?
What behaviors erode trust?
How can we create a more trusting and open environment?

Teamwork and Collaboration

How do we celebrate successes and acknowledge contributions as a team?

When to use this

When to use: Use during team meetings, performance reviews, or when discussing team morale.
Expected outcome: Encourages celebrating successes and recognizing contributions, fostering a positive team environment.
Variations: How do we celebrate success? | How do we recognise contributions?
Follow-up questions: What are we currently doing to celebrate successes?
How effectively are we recognizing individual and team contributions?
How can we improve our recognition practices?

Teamwork and Collaboration

How do we ensure everyone on the team feels a sense of belonging and inclusion?

When to use this

When to use: Use during team meetings, workshops, or when discussing diversity and inclusion initiatives.
Expected outcome: Promotes a culture of inclusion and belonging, where all team members feel valued and respected.
Variations: How can we be more inclusive? | How can we create a sense of belonging?
Follow-up questions: What actions can we take to make everyone feel welcome and valued?
How can we address any biases or exclusionary behaviors?
How can we create a more equitable and inclusive team environment?

Teamwork and Collaboration

How do we give and receive feedback within the team?

When to use this

When to use: Use during team meetings, workshops, or when addressing communication or performance issues.
Expected outcome: Assesses the team's feedback practices and identifies areas for improvement.
Variations: How do we give and receive feedback? | How can we improve our feedback?
Follow-up questions: What are our current feedback practices?
How effectively are we giving and receiving feedback?
How can we improve our feedback processes?

Teamwork and Collaboration

How do we handle situations where a team member is struggling or falling behind?

When to use this

When to use: Use during team meetings, coaching sessions, or when addressing performance issues.
Expected outcome: Assesses the team's approach to supporting struggling team members and identifies areas for improvement.
Variations: How do we help struggling team members? | How do we offer support?
Follow-up questions: How do we identify when a team member needs support?
What steps do we take to offer assistance?
How can we create a culture of support and non-judgment?

Teamwork and Collaboration

How do we leverage the diverse skills, experiences, and perspectives within our team?

When to use this

When to use: Use during team meetings, project kickoffs, or when discussing diversity and inclusion initiatives.
Expected outcome: Encourages utilizing the diverse skills and perspectives within the team to enhance innovation and problem-solving.
Variations: How do we use our diverse skills? | How do we leverage different perspectives?
Follow-up questions: How do we ensure that everyone's voice is heard and valued?
How do we utilize the unique talents of each team member?
How can we foster a more inclusive environment that leverages diversity?

Teamwork and Collaboration

How do we typically make decisions as a team, and how could that process be improved?

When to use this

When to use: Use during team meetings, retrospectives, or when discussing decision-making processes.
Expected outcome: Evaluates the team's decision-making process and identifies opportunities for improvement.
Variations: How do we make decisions? | How can we improve our decision-making?
Follow-up questions: Do we involve the right people in decision-making?
How do we ensure everyone's voice is heard?
How can we make our decision-making process more efficient and effective?

Teamwork and Collaboration

How do we typically share information and knowledge within the team?

When to use this

When to use: Use during team meetings, retrospectives, or when discussing communication and knowledge management.
Expected outcome: Assesses how effectively the team shares information and knowledge, identifying areas for improvement.
Variations: How do we share information? | How can we improve knowledge sharing?
Follow-up questions: What tools or platforms do we use?
How effectively are we sharing information?
How can we improve our knowledge-sharing processes?

Teamwork and Collaboration

How effectively do we communicate as a team, and what could be improved?

When to use this

When to use: Use during team meetings, retrospectives, or when addressing communication issues.
Expected outcome: Assesses communication effectiveness and identifies areas for improvement within the team.
Variations: How's our communication? | How can we communicate better?
Follow-up questions: What communication channels are working well?
What communication breakdowns have occurred?
How can we improve our communication processes?

Teamwork and Collaboration

How effectively do we learn from both our successes and mistakes as a team, and how can we improve our learning process?

When to use this

When to use: Use during team meetings, project retrospectives, or when discussing continuous improvement initiatives.
Expected outcome: Assesses the team's ability to learn from both successes and failures, and identifies opportunities to improve the learning process.
Variations: How do we learn as a team? | How can we improve our team learning?
Follow-up questions: What processes do we have in place for capturing lessons learned (e.g., after-action reviews, project post-mortems)?
How consistently and effectively are we using those processes?
How can we better share and apply what we learn to future projects and situations?

Teamwork and Collaboration

How well do we handle disagreements or conflicts within the team?

When to use this

When to use: Use during team meetings, conflict resolution workshops, or when addressing team conflicts.
Expected outcome: Assesses the team's ability to manage conflict constructively and identifies areas for development.
Variations: How do we handle disagreements? | How do we deal with conflict?
Follow-up questions: What strategies do we use to resolve conflicts?
How effectively do these strategies work?
How can we create a more constructive approach to conflict?

Teamwork and Collaboration

What are our team's shared goals, and how committed is everyone to achieving them?

When to use this

When to use: Use during team meetings, project kickoffs, or when setting team goals.
Expected outcome: Ensures that team members are aligned on shared goals and are committed to achieving them.
Variations: What are our shared goals? | How committed are we to our goals?
Follow-up questions: How clearly defined are our goals?
How well do our individual goals align with the team goals?
How can we increase commitment and ownership of the team goals?

Teamwork and Collaboration

What are the biggest challenges our team faces in collaborating effectively?

When to use this

When to use: Use during team meetings, retrospectives, or when addressing team conflicts or performance issues.
Expected outcome: Uncovers obstacles to effective teamwork and collaboration, paving the way for solutions.
Variations: What's preventing us from collaborating effectively? | What are our teamwork challenges?
Follow-up questions: What specific issues are hindering our collaboration?
What are the root causes of these challenges?
How can we address these challenges proactively?

Teamwork and Collaboration

What are the strengths of our team, and how can we leverage them more effectively?

When to use this

When to use: Use during team meetings, project kickoffs, performance reviews, or when discussing team goals.
Expected outcome: Identifies and amplifies team strengths, fostering a positive and productive environment.
Variations: What are we good at as a team? | How can we play to our strengths?
Follow-up questions: What are we doing well as a team?
What skills and talents are we underutilizing?
How can we create more opportunities to use our strengths?

Teamwork and Collaboration

What are the unwritten rules or norms within our team, and are they helpful or harmful?

When to use this

When to use: Use during team meetings, workshops, or when discussing team culture.
Expected outcome: Identifies unspoken rules and norms that may be impacting team dynamics and performance.
Variations: What are our unwritten rules? | Are our team norms helpful?
Follow-up questions: What are the unspoken expectations within the team?
Are these norms contributing to a positive and productive environment?
How can we address any harmful norms?

Teamwork and Collaboration

What could we do to improve our team meetings and make them more productive?

When to use this

When to use: Use during team meetings, retrospectives, or when discussing communication and meeting processes.
Expected outcome: Identifies ways to improve the effectiveness and productivity of team meetings.
Variations: How can we improve our meetings? | Are our meetings productive?
Follow-up questions: What's working well in our meetings?
What's not working well?
How can we make our meetings more focused, engaging, and action-oriented?

Teamwork and Collaboration

What's one specific action we can take this week to improve our teamwork and collaboration?

When to use this

When to use: Use during team meetings, workshops, or at the end of a discussion about teamwork.
Expected outcome: Encourages taking immediate, concrete action to improve teamwork and collaboration.
Variations: What's one thing we can do this week? | What's our next step?
Follow-up questions: What's the smallest, easiest step we can take?
Who will be responsible for taking this action?
How will we measure the impact of this action?

Well-being and Resilience

How are you feeling, really? (Beyond just "fine" or "okay")

When to use this

When to use: Use regularly in one-on-ones, coaching sessions, or when you sense a team member might be struggling.
Expected outcome: Creates a safe space for honest self-reflection and open communication about well-being.
Variations: How are you doing | really? | How are you feeling today?
Follow-up questions: What's contributing to how you're feeling?
What support do you need right now?
What's one thing you can do today to take care of yourself?

Well-being and Resilience

How can we, as a team, create a more supportive and psychologically safe environment?

When to use this

When to use: Use during team meetings, workshops, or when addressing team dynamics or communication issues.
Expected outcome: Fosters a team culture that prioritizes well-being, support, and psychological safety.
Variations: How can we create a more supportive team? | How can we build trust?
Follow-up questions: What behaviors contribute to a supportive environment?
What behaviors detract from a supportive environment?
How can we encourage open and honest communication?

Well-being and Resilience

How comfortable do you feel asking for help or support when you need it?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member seems overwhelmed or isolated.
Expected outcome: Assesses comfort levels with seeking support and identifies barriers to asking for help.
Variations: Do you feel comfortable asking for help? | What support do you need?
Follow-up questions: What prevents you from asking for help?
What kind of support would be most helpful?
How can we create a more supportive environment where asking for help is normalized?

Well-being and Resilience

How do you celebrate your successes and acknowledge your accomplishments, both big and small?

When to use this

When to use: Use during coaching sessions, one-on-ones, team meetings, or after completing projects.
Expected outcome: Encourages recognizing and celebrating accomplishments, fostering a positive mindset and boosting morale.
Variations: How do you celebrate your wins? | How do you acknowledge your accomplishments?
Follow-up questions: What are your recent wins, both big and small?
How do you typically acknowledge your achievements?
How can we better celebrate successes as a team?

Well-being and Resilience

How do you disconnect from work and create separation between your professional and personal life?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing workload, stress, or work-life balance.
Expected outcome: Addresses the importance of disconnecting from work to prevent burnout and maintain well-being.
Variations: How do you disconnect from work? | How do you create separation between work and personal life?
Follow-up questions: What strategies do you use to switch off from work mode?
What activities help you relax and recharge?
How can we support you in creating better boundaries?

Well-being and Resilience

How do you ensure you're maintaining a healthy diet and getting enough physical activity?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing energy levels or performance.
Expected outcome: Addresses the importance of physical health for overall well-being and resilience.
Variations: How's your diet and exercise? | Are you taking care of your physical health?
Follow-up questions: What are your current healthy habits?
What are your challenges in maintaining a healthy lifestyle?
What small changes could you make to improve your diet and physical activity?

Well-being and Resilience

How do you prioritize self-care in your daily or weekly routine?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing stress management and well-being.
Expected outcome: Encourages prioritizing self-care and integrating it into a regular routine.
Variations: How do you take care of yourself? | What's your self-care routine?
Follow-up questions: What specific self-care activities do you engage in?
How often do you make time for these activities?
What obstacles prevent you from prioritizing self-care?

Well-being and Resilience

How do you typically react to setbacks or challenges, and how can you build your resilience?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing difficult situations.
Expected outcome: Assesses resilience and identifies strategies for coping with setbacks and challenges.
Variations: How do you handle setbacks? | How do you bounce back from challenges?
Follow-up questions: Can you give me an example of a time you bounced back from a setback?
What strategies do you use to stay positive and motivated?
What resources or support would help you build your resilience?

Well-being and Resilience

How well are you balancing your work and personal life?

When to use this

When to use: Use during one-on-ones, coaching sessions, or when discussing workload or stress.
Expected outcome: Addresses the crucial balance between work and personal life, identifying areas for improvement.
Variations: How's your work-life balance? | Are you able to disconnect from work?
Follow-up questions: What are your priorities outside of work?
What boundaries do you need to set to protect your personal time?
How can I, as your manager, support your work-life balance?

Well-being and Resilience

What activities or practices help you recharge and manage stress?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing stress management.
Expected outcome: Helps identify existing coping mechanisms and encourages regular self-care practices.
Variations: What do you do to relax? | How do you recharge?
Follow-up questions: How regularly are you engaging in these activities?
What obstacles prevent you from doing these things more often?
How can we make time for these activities in your schedule?

Well-being and Resilience

What are your current stress levels, on a scale of 1 to 10?

When to use this

When to use: Use during one-on-ones, coaching sessions, or when discussing workload or deadlines.
Expected outcome: Provides a quantifiable measure of stress levels and opens a conversation about contributing factors.
Variations: How stressed are you feeling? | What's your stress level?
Follow-up questions: What are the main stressors contributing to your stress levels?
What coping mechanisms are you currently using?
What additional support do you need?

Well-being and Resilience

What are your early warning signs of burnout, and what steps do you take to address them?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing stress, workload, or well-being.
Expected outcome: Promotes self-awareness of burnout signs and encourages proactive steps to prevent or address it.
Variations: What are your burnout warning signs? | How do you prevent burnout?
Follow-up questions: What physical, emotional, or behavioral changes do you notice when you're starting to feel burned out?
What strategies do you use to prevent or address burnout?
What support do you need?

Well-being and Resilience

What are your preferred methods for managing stress and anxiety?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing stress or anxiety.
Expected outcome: Identifies effective stress management techniques and explores potential new strategies.
Variations: How do you manage stress? | What are your coping mechanisms?
Follow-up questions: What techniques do you find most effective?
What resources or support do you utilize?
Are there any new techniques you'd like to explore?

Well-being and Resilience

What are your sleep habits like, and how are they impacting your energy levels and performance?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing energy levels or performance issues.
Expected outcome: Addresses the critical role of sleep in well-being and performance.
Variations: How's your sleep? | Are you getting enough rest?
Follow-up questions: How many hours of sleep do you typically get per night?
What's your bedtime routine?
What changes could you make to improve your sleep?

Well-being and Resilience

What are your thoughts on mindfulness or meditation, and have you explored these practices?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing stress management techniques.
Expected outcome: Introduces or explores mindfulness and meditation as potential tools for stress reduction and well-being.
Variations: Have you tried mindfulness? | Are you interested in meditation?
Follow-up questions: Have you ever tried mindfulness or meditation?
What were your experiences?
Would you be interested in learning more about these practices?

Well-being and Resilience

What are your thoughts on taking breaks throughout the workday, and how can we encourage that?

When to use this

When to use: Use during team meetings, one-on-ones, or when discussing workload and productivity.
Expected outcome: Addresses the importance of taking breaks for focus, productivity, and well-being.
Variations: How often do you take breaks? | How can we encourage taking breaks?
Follow-up questions: How often do you take breaks?
What do you do during your breaks?
How can we create a team culture that supports taking breaks?

Well-being and Resilience

What boundaries do you need to set (or maintain) to protect your well-being?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when discussing workload or stress.
Expected outcome: Helps establish and maintain healthy boundaries between work and personal life, preventing burnout.
Variations: What are your boundaries? | What are your non-negotiables?
Follow-up questions: What are your non-negotiables for protecting your time and energy?
What requests or demands are difficult for you to say no to?
How can I support you in setting and maintaining these boundaries?

Well-being and Resilience

What support systems do you have in place, both inside and outside of work?

When to use this

When to use: Use during coaching sessions, one-on-ones, or when a team member is facing challenges.
Expected outcome: Identifies existing support networks and encourages utilizing available resources.
Variations: Who do you turn to for support? | What support systems do you have?
Follow-up questions: Who can you turn to for support when you're feeling stressed or overwhelmed?
What resources (e.g., EAP, mental health services) are available to you?
How can we strengthen your support network?

Well-being and Resilience

What's one specific and achievable change you could make this week to positively impact your well-being, and what support might you need to make it happen?

When to use this

When to use: Use during coaching sessions, one-on-ones, or any time you want to encourage positive change; particularly useful as a follow-up to a broader well-being discussion.
Expected outcome: Promotes taking immediate, *realistic* action towards well-being, emphasizing achievability and support. Focuses on a short, specific time.
Variations: What's one small thing you can do this week for your well-being? | What's one achievable change you can make?
Follow-up questions: What area of well-being do you want to focus on (e.g., physical, mental, emotional)?
What's the smallest, easiest step you could take this week?
How can I, or others, support you in making this change?

Well-being and Resilience

When you feel overwhelmed or overloaded with work, what are your typical coping strategies, and how effective are they?

When to use this

When to use: Use during one-on-ones, coaching sessions, performance reviews (if workload is a concern), or when a team member expresses feeling overwhelmed.
Expected outcome: Assesses current coping mechanisms for dealing with overload and encourages reflection on their effectiveness, opening the door for improvement.
Variations: How do you handle feeling overwhelmed? | What do you do when you have too much on your plate?
Follow-up questions: What's your immediate reaction when you feel overwhelmed?
What steps do you take to manage the feeling of overload?
What support systems or resources do you utilize (or need)?
What are healthy strategies and what could be improved?

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Coaching Questions Bank

A calm question is useful when it fits the moment.

Start with the conversation moment.

How can I, as your manager, best support your career development?

How do you balance pursuing your career goals with maintaining your well-being and personal life?

How do you balance your personal and professional goals?

How do you define success in your career?

How do you envision the future of your field, and what steps are you taking to prepare for those changes?

How do you see your role evolving within the team/organization in the future?

How do you stay informed about industry trends and best practices relevant to your field?

How do you typically handle setbacks or rejections in your career pursuits, and what have you learned from those experiences?

If you could design your ideal career path, what would it look like, and what steps would you take to make it a reality?

What are your long-term career goals, and how can this role help you achieve them?

What are your preferred methods for learning and developing new skills?

What are your salary expectations and career progression goals within the organization?

What are your strengths, and how can we best utilize them in your current role and future career?

What are your thoughts on mentoring or coaching, either as a mentee or a mentor?

What are your thoughts on pursuing further education or certifications?

What are your thoughts on taking on new challenges or responsibilities outside of your current role?

What areas do you feel you need to develop to reach your full potential?

What aspects of your current role do you find most challenging and rewarding?

What kind of leadership roles, if any, are you interested in pursuing in the future?

What learning and development opportunities are you most interested in pursuing?

What legacy do you want to leave behind in your career/at this company?

What networking opportunities have you explored, and how can we support your networking efforts?

What new skills or knowledge would you like to acquire to advance your career?

What support systems or resources do you find most valuable in navigating your career journey?

Where do you see yourself in your career in the next 3-5 years?

How can we measure the success of this change, and how will we know we've adapted effectively?

How can we, as a team, support each other during this change process?

How can you leverage your existing strengths and experiences to adapt to this change?

How do you typically react to change, and what are your initial thoughts and feelings?

What are the potential benefits and opportunities that this change might bring?

What are the potential risks of *not* adapting to this change, both individually and for the organization?

What are your concerns or fears about this change, and how can we address them?

What information or communication do you need to better understand and adapt to this change?

What skills or knowledge do you need to develop to successfully navigate this change?

What's one small step you can take *today* to start adapting to this change?

How actively are you listening to others, and what techniques do you use to ensure understanding?

How clearly and effectively are you communicating your message, and how do you know?

How do you ensure your communication is inclusive and respectful of diverse perspectives?

How do you handle difficult conversations or deliver constructive feedback?

How do you handle situations where you receive unclear or ambiguous communication?

How do you tailor your communication to different audiences and contexts?

How do you use nonverbal communication to enhance your message and build rapport?

How effectively do you communicate your needs and expectations to others?

What are your preferred communication methods and styles, and how do they align with the needs of others?

What's one area of your communication that you'd like to improve, and what steps can you take to do so?

Can you describe the situation from your perspective, without interruption?

How can we create a safe and respectful environment for discussing this conflict?

How can we ensure that this conflict doesn't happen again in the future?

How can we separate the people from the problem?

How can we use this conflict as an opportunity for growth and learning?

How do you think the other person/people involved perceive this situation?

What are some possible solutions or compromises that might address everyone's needs?

What are the potential benefits of resolving this conflict?

What are the potential consequences of *not* resolving this conflict?

What are the underlying values or principles at play in this conflict?

What are the unspoken assumptions or expectations that might be contributing to this conflict?

What are you willing to commit to doing to help resolve this conflict?

What are your needs and concerns in this situation?

What communication styles or approaches might be contributing to the conflict?

What do you believe is the root cause of this conflict?

What have you already tried to resolve this conflict?

What outcome are you hoping for from this conversation/resolution?

What specific steps can we take to ensure *all* parties feel genuinely heard, understood, and respected throughout this conflict resolution process?

What support or resources do you need to help resolve this conflict?

What's one small step you can take *today* to move towards resolving this conflict?

How can we ensure that we're considering diverse perspectives and avoiding groupthink?

How will we communicate this decision to those who are affected by it?

How will we monitor the implementation and impact of this decision, and how will we know if it was successful?

What are the key criteria we should use to evaluate our options and make this decision?

What are the potential risks and biases that might influence our decision-making process?

What are the potential short-term and long-term consequences of this decision?

What are the underlying values and principles that should guide our decision-making in this situation?

What information do we need to make an informed decision, and how can we gather it?

What's our level of confidence in this decision, on a scale of 1 to 10, and why?

What's our plan B if this decision doesn't work out as expected?

How can we align this goal with the team's/organization's overall objectives?

How can we break this goal down into smaller, more manageable steps?

What are the potential risks of not adapting to this change, both individually and for the organization?

What's one small step you can take today to start adapting to this change?

What are the potential consequences of not resolving this conflict?

What specific steps can we take to ensure all parties feel genuinely heard, understood, and respected throughout this conflict resolution process?

What's one small step you can take today to move towards resolving this conflict?

What are the potential consequences of not achieving this goal?

What are the biggest risks we're not taking, and why?