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welcome back to the series on the ICF
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core competencies and we are at number
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six or a little past the halfway mark
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and today I'm really excited to have
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Walt Hastings I met Walt at an ICF
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meeting in Denver a little while back
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and I had forgotten that he was a mentor
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coach so this is a little reconnection
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for me really excited to have Walt with
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us today talking about powerful
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questioning number six Walt thank you
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for being here and why don't you just
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tell us a little bit give us a
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definition of active or of powerful
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questioning powerful questioning our
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questions that cause the client to think
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deeply to ponder perhaps to see things
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from a new perspective and to gain new
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understandings about the person's
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situation and about himself or herself
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why don't you tell us what it looks like
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when someone really is amazing at this
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so and someone's mastered this
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competency what do you see from that
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coaching session I know that I've asked
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a powerful question when I see the
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client kind of sit back perhaps a
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stunned look on their face I can tell
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that they're thinking deeply on off of
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them they'll say wow that's a really
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good question so here are some questions
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are are some characteristics of powerful
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questions perfect questions almost
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always are open-ended by that I mean
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they cannot be answered with a simple
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yes or no powerful questions always are
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for the benefit of the client rather
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than for the coach in other words
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they're not information-gathering
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questions so that the coach can figure
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out the solution or answer for the
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client powerful questions always are
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directed toward clarity discovery
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insight and action rather than
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a way to correct the client powerful
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questions usually are forward-looking
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not backward looking powerful questions
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arise out of the moment they arise out
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of active listening and are based upon
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the clients agenda not the coach's
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agenda powerful questions are pure
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questions that are neutral and come from
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a non-judgmental heart and powerful
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questions often are short simple and to
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the point sometimes I call these dumb
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questions because they are so plain and
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simple and obvious such as what's next
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where are we now what do you see
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powerful questions also arise out of
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curiosity
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sometimes powerful questions come from
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intuition or a hunch and powerful
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questions mostly are standalone
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questions so they're not preceded with
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their words so or and they refer back to
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previous parts of the conversation and
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powerful questions usually start with
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what or how so those are some of my
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thoughts on it definitely I'm working on
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a series of videos for a coaching school
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and they've got it's a samples of MCC
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and PCC coaching and I can definitely
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see how those questions those are the
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types of questions that I'm seeing at
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that level so yeah this is kind of cool
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I like how this is going and I like I
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definitely see what's going on so if we
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can flip it over to say you know what's
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gonna happen or what does it look like
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when someone's not doing this if you're
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you're in your mentor role and you're
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looking you're watching a coach maybe
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they're beginner coach or they
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you haven't mastered this maybe they've
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passed what are some of the types of
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questions that they do end up asking the
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most common mistake I see in beginning
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coaches is they ask closed questions now
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close twists khun's there are a few
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times when it's appropriate for a coach
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to ask a closed question but most of the
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time closed questions are not useful
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because they don't go anywhere they
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limit the clients choice or expression
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and whenever you use you start questions
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with things like do you did you could
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you would you should you can you will
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you have you are you or is those are
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invariably going to be closed questions
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now I suggest to beginning coaches if
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you can't think of a way to open up a
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question just start with the phrase to
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what extent and that will make an open
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question I think that the second most
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common mistake I see in beginning
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coaches is they stack questions so they
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ask a question then they realize well
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maybe that wasn't the best question and
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so they ask another question to try to
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clarify that and sometimes they ask as
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many as four or five questions without
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giving the client a chance to answer and
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it's very confusing for the client I can
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definitely see that another common
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mistake is the beginning coaches often
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ask information gathering questions and
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often they will ask these out of a
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desire to get more facts and the bottom
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line is they think it's their job to
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provide a solution for the client and so
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they're actually moving out of a
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coaching role into more of a mentoring
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role that's that's a good distinction
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because you know clearly with doing
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interviews like this I ask a lot of
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questions and there's a lot of thing
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like active
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listening is clearly part of doing
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interviews but you know powerful
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questioning is very different when it
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comes to coaching I am gathering
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information for the viewer but coaching
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is very different from that and it's
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also a great way to distinguish
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mentoring from coaching so so thank you
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for that
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maybe now what you can do is tell us
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what's the difference or what is the
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expectation from a mentor coach the
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difference between an ACC a PCC and an
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MCC level coach what are you watching
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for what can an ACC coach get away with
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that' an MCC just would not be able to
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to do the biggest difference is between
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a beginning ACC level coach and an MCC
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level coach it is that the ACC level
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coach is focused mostly on whatever the
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presuming issue is that the client
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provided and so they're focusing on
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problems and solutions often it its
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outward kinds of things whereas the MCC
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coach has more of a desire to help the
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client grow as a person to grow as a
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leader and so it it moves from what in
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the coaching world do we often call what
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questions to who questions now these
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don't have anything to do with starting
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to word with what or who or the question
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with water group but rather what
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questions deal with outward superficial
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kinds of things mostly doing kinds of
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behavior whereas who questions focus
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inward on the personhood on the the
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inside of a person on on their
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perceptions and their values and those
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sort of things
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so an experienced MCC coach will ask I
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would guess 40% of their questions will
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be two questions that focus more on
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personhood rather than the issue that
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was being brought out now the way that a
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masterful coach does this is you have to
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coach on the issue or else the client
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will think you're not doing them by very
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good service and yet the coaches deep
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desire is to help the person to grow the
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coach the masterful coach does this by
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relating the issue to various aspects of
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the person's life so the coach might ask
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questions such as how does this issue
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impact your core values or how does it
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impact your family life how does him
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impact and you can think of Oh easily 15
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or 20 things aspects that relate to a
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person's real inner life their
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personhood or you can do it the other
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way you can take the personhood kind of
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issues and ask how do your core values
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relate to this issue and so the
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masterful coach is dealing both with the
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presenting issue but also helping the
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person to grow in the process so while
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you are a mentor coach and a lot of
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folks watching this so will need a
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mentor coach sooner or later so why
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don't you tell folks how they can how
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they can find you how they can get in
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touch with you my email address is
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simply Walt Hastings at hotmail.com or
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my phone number is area code three zero
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three five two six nine and four nine
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zero I will put both of those down below
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so that you can just go ahead and click
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on them or write them down
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so but I want to thank you Walt for
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being here today and I want to thank you
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for watching this is this has been a
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great interview today I'm looking
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forward to continuing on with number
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seven so up here you'll find the neck
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the next core competency direct
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communication and if you want to watch
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the whole series if you just popped in
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for this one if you want to start from
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the beginning go ahead click down here
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and you will see the whole series of
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eleven competencies I look forward to
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seeing you in the next video
