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Coaching talks in practice - The Coaching Association

Coaching talks in practice - The Coaching Association

Coaching conversations in practice

Coaching conversations and questions

At the Coaching Association, you will find valuable information about coaching, coaching conversations and much more related to personal development. We are grateful that you found here and will here explain what coaching is for something and immerse ourselves in the wonderful world of conversation.

We start immediately by clarifying what coaching is for something then we show what coaching conversations can do for you!

What is coaching?

“Coaching means unleashing a person's potential to maximize their performance. It is to help him / her learn, rather than to teach him / her ”.

As you can see, there is a significant difference between helping someone to learn instead of teaching them. As a coach, you try for the person himself to find the solutions and create a curiosity about life and the task so that he himself finds his potential and in this way can create the life or solution he wants.

"The idea is that you work as a catalyst for the other person to flourish in their personality and be able to become whatever they want to be."

The idea of ​​coaching

Coaching is in practice a way of communicating that promotes action and learning on a personal and professional level, by raising awareness, challenging and motivating and setting goals. You can go one coach training to get ahead in life or become a better coach yourself.

The present and the future are focused and one avoids digging into the past to an excessive extent.

Coaching's main idea is to orientate itself towards solutions and opportunities, rather than digging into problems.

Coaching mentorship

  • Leading is not about dominating but about lifting those I lead.
  • Leading is not about knowing the most, but about helping others learn.
  • Leading is about creating a relationship based on mutual respect.

We are not looking for a manager or dominance when we work with coaching, but we are looking for interaction, where the person seeking help must find their inherent potential to learn, lift and find solutions in life.

We stick out our chin and say that you yourself have all the solutions you need to be able to live fully. It's about unleashing your potential.

Model for coaching conversations

In this section, we will explain what a coaching conversation is. The absolute basis for a good coaching conversation is trust and confidence. In the individual conversation, the coaching approach becomes concrete. The conversation is the start!

If you get a really good conversation, the person looking for coaching will really be able to lift. It depends on you both. You need to be here and now and take the time for it to work fully.

There are several different models for good coaching and they all follow the same fine structure. The important thing is that you get fluency in the conversation and that you use a model that suits you.

The important thing is not which model you follow but that the conversation flows. By focusing on the person you are coaching, listening to what is really being said and asking open-ended questions, you will go a long way.

Now let's take a closer look at the structure of the conversation:

Six steps for coaching conversations

You as a coach act as a form of conversation leader. You control the conversation and keep it as smooth as possible. By using a good structure, you get fluency and can move forward in the conversation. You set it up so that you can keep the common thread and not flow away in the conversation.

You are responsible for the questions and the person who is coached is responsible for the answers and content. You should really let the other party talk and give the answers.

Structure of the coaching conversation: The intention, the current situation, the dream situation, perceived obstacles, resources and what activities to take.

Intention to the conversation

Step 1 is to clarify the purpose of the conversation. What does the coached person want out of the conversation? What should one aim to solve or what does the person want to achieve. It is important that you are clear and clear about what you want out of the conversation. The coached person must know what they want out of the coaching.

Questions to start with:

What do you want to achieve with this conversation? What do you want to get out of the conversation?

All conversations look different in terms of content, so if it is a big challenge / intention, you can narrow it down so that it becomes clear what the person wants to achieve with this particular conversation.

Look at the current situation

In order for both of them to get as clear a picture of the current situation as possible, you should definitely start by making a description of the current situation. This part of the conversation should take time, in order to get as good a picture as possible of where the person is right now.

The clearer this picture becomes, the better the remaining parts of the conversation will be. If the person gets into too much trouble, make sure you move on in the structure of the conversation. The flow is important and the person should not fall into deep problem solutions or the past.

Examples of questions:

What happened? What does your situation look like now? How do you feel that you are affected by the situation? What has the person done?

Dream mode

In this part of the coaching conversation, you lead the person with the help of good questions to move forward and not get caught up in too much analysis and problem solving. This part of the conversation serves as an aid to move forward and get the person to broaden their perspectives.

If you had to decide for yourself, what would your situation look like then?

What do you want? What resources do you feel you have? What resources would you need?

Perceived obstacles

In this part of the conversation, the obstacles that are perceived to stand between the person and his or her dream situation are highlighted. This part of the conversation can be a bit risky, so to speak. It is easy to get stuck here in this part and you must make sure to move on so that there is no focus on problems too much but focus on the solutions that come later in the conversation. Do not get stuck here as I said but move on.

Examples of questions:

What prevents you from getting where you want to go? What is stopping you from doing more? Is it about the gift or yourself that is the problem?

The person's resources

All have several untapped and hidden resources. You do not see your own potential and that is what the whole coaching conversation is about finding. It is not always easy to find this, but in this part of the conversation you should find alternative solutions and find.

In this part, the coach must ask questions that open up so that the person sees new opportunities. Stimulating questions that give power to new opportunities. The person should look both inward and outward to find the resources needed to solve the problem or see the new solution.

Here the person should move forward in thought. It may definitely need a little more time and a number of more questions in this part of the conversation. Here it should be clarified.

Examples of questions:

What other ways are possible to look at the situation or problem? What other solutions can you see? What could you achieve if you had more money or time? What are the advantages and disadvantages of your different options? Which would give you the best results? What could you do more?

Actions

Now comes the final step and here it is an advantage to also use closed questions because it is about narrowing down and focusing on action.

In this section of the conversation, your questions aim to set realistic goals and decide what needs to be done. The more concrete and focused the person becomes, the better.

Examples of questions:

What do you want to do now? When are you going to start? What steps do you need to take right now? When should you start acting? When do you know if you have succeeded? How do you know if you have succeeded? What support will you need? What can make you even more motivated? How determined are you to get started? Who else is involved?

This can be the structure for good coaching conversations. If you are motivated and have a good coach, you will definitely succeed with what you set out to do!

Coaching calls make all the difference!

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Coaching conversations with managers - Frequently asked questions

Wikipedia information about Conversation

Conversation Conversation is the exchange of information between two or more people. Depending on who the conversation is between, the conversation style may vary. When a certain purpose is desired to be achieved with the conversation, argumentation can be an important part and the conversation can be seen as a form of rhetoric. The conversation can also be an interview technique and is also used as a calm form to get facts as in psychotherapy or counselor visits. A conversation with a more intense exchange of opinions between the participants is usually called a discussion.