101+ Coaching Questions to Inspire Growth and Action

Coaching questions are powerful tools that unlock potential and drive personal growth. They help people gain clarity, overcome obstacles, and achieve their goals.

According to Brooks and John’s research titled “The Surprising Power of Questions,” published in the Harvard Business Review on April 5, 2018, asking the right questions builds trust, encourages collaboration, and sparks fresh ideas. They open the door to better decisions and deeper understanding, turning conversations into powerful opportunities for growth.

Effective coaching questions encourage self-reflection, spark new insights, and motivate action.

You can use coaching questions in many settings – from formal coaching sessions to everyday conversations with friends, family, or coworkers.

Good questions get people thinking deeply about their situation and options. They prompt new perspectives and “aha” moments.

This article shares 101+ impactful coaching questions across key areas like goal-setting, problem-solving, and career development.

You’ll learn how to ask questions that inspire breakthroughs and empower others to find their own solutions.

With practice, you can master the art of asking questions that transform lives.

What Are Coaching Questions

Coaching questions are tools used to help people think deeply and find their own answers. You use them to guide conversations and spark new ideas.

They’re open-ended and encourage reflection.

Good coaching questions don’t have simple yes or no answers. They make you pause and consider things from new angles.

You might ask about goals, challenges, or past experiences.

Here are some examples of coaching questions:

1. What do you want to achieve?
2. How will you know when you’ve succeeded?
3. What’s stopping you from moving forward?
4. What have you learned from past setbacks?
5. Who could support you in reaching your goal?

These questions help explore options and come up with solutions. They’re different from giving advice or telling someone what to do.

Instead, they empower people to find their own path.

Coaches use these questions in many settings. You might hear them in work meetings, sports training, or personal development sessions.

The goal is always to help others grow and improve.

How to Ask Coaching Questions

Asking good coaching questions is a skill you can develop.

Start by creating a safe space for open dialogue. Show genuine interest in the person you’re coaching.

Use open-ended questions that encourage reflection. “What” and “how” questions work well. They prompt deeper thinking about situations and options.

Listen actively without interrupting. Pay attention to both verbal and non-verbal cues. This helps you ask relevant follow-up questions.

Timing matters when asking questions. Give the person time to process and respond. Don’t rapid-fire multiple questions at once.

Frame questions positively. Instead of “Why did you fail?” try “What did you learn from that experience?”. This approach is more constructive.

Avoid leading questions that suggest a specific answer. The goal is to help the person reach their own insights and conclusions.

Try using scaling questions on a 1-10 scale.

For example: “On a scale of 1-10, how confident are you about this decision?” This provides a concrete way to measure progress.

Remember, effective coaching isn’t about having all the answers. It’s about asking the right questions to help others find their own solutions.

10 Best Coaching Questions

1. What do you want to achieve?
2. How will you know when you’ve reached your goal?
3. What’s stopping you from moving forward?
4. What resources do you need to succeed?
5. Who can support you in this journey?
6. What’s the first step you can take today?
7. How does this goal align with your values?
8. What have you learned from past experiences?
9. What would success look like to you?
10. How can you measure your progress?

These questions help you explore your goals and obstacles. They prompt you to think about your vision of success and practical ways to achieve it.

You can use them to gain clarity on your aspirations and identify actionable steps forward.

Coaches often use these questions to spark reflection and inspire action.

Research shows that open-ended questions like these stimulate creative thinking and problem-solving.

Remember, there’s no single “right” answer to these questions. The goal is to encourage self-reflection and generate insights that are meaningful to you. Take your time to consider each question carefully.

Powerful Coaching Questions

These questions help the coachee dig deeper and gain new insights.

They encourage them to think creatively and consider different perspectives.

1. 11. What’s the biggest challenge you’re facing right now?
   12. How would solving this problem impact your life?
   13. What strengths can you leverage to overcome this obstacle?
   14. If you had unlimited resources, how would you approach this situation?
   15. What’s one small step you could take today to move forward?

The International Coaching Federation identifies Powerful Questioning as a critical coaching competency, emphasizing the importance of asking questions that evoke clarity, insight, and creative thinking.

Remember, there’s no single “right” answer to these questions. The goal is to spark reflection and generate new ideas.

Open-Ended Coaching Questions

Open-ended questions encourage deeper thinking and self-reflection. They prompt coachees to explore their thoughts and feelings more fully.

1. 16. What do you want to achieve?
   17. How will you know when you’ve reached your goal?
   18. What options have you considered so far?
   19. What’s holding you back from taking action?
   20. How can you overcome these obstacles?

These questions can’t be answered with a simple yes or no.

When asking open-ended questions, use words like “what,” “how,” and “why.” This invites clients to share more details and insights.

It also helps them take ownership of their answers and solutions.

To get the most out of these questions, listen carefully to your client’s responses.

Ask follow-up questions to dig deeper into important areas. This helps clients gain new perspectives and uncover hidden motivations or roadblocks.

GROW Coaching Model Questions

The GROW model helps structure coaching conversations. It stands for Goal, Reality, Options, and Will. Here are key questions for each part:

Goal:

1. 21. What do you want to achieve?
   22. How will you know when you’ve reached your goal?
   23. What would success look like for you?
   24. What’s the timeframe for achieving this goal?
   25. Why is this goal important to you?

Reality:

1. 26. Where are you now in relation to your goal?
   27. What’s working well for you right now?
   28. What obstacles are you facing?
   29. What resources do you have available?
   30. How have you dealt with similar situations before?

Options:

1. 31. What could you do to move closer to your goal?
   32. What else might be possible?
   33. What would you do if you had unlimited resources?
   34. Who could help you with this?
   35. What are the pros and cons of each option?

Will:

1. 36. Which option will you choose?
   37. What’s your first step?
   38. When will you take this step?
   39. How committed are you to this action plan?
   40. What support do you need to succeed?

These questions can guide your coaching sessions. They help clients set clear goals, assess their current situation, explore possibilities, and create action plans.

Cognitive Coaching Questions

Cognitive coaching helps you think about your thinking. It boosts self-awareness and problem-solving skills. Here are some powerful questions to spark reflection:

1. 41. What thoughts are going through your mind right now?
   42. How might you look at this situation differently?
   43. What assumptions are you making about this problem?
   44. Can you walk me through your thought process on this?
   45. What evidence supports or challenges your current belief?

These questions encourage you to examine your thoughts and consider new perspectives.

They can help uncover hidden biases or faulty reasoning.

By exploring your cognitive processes, you gain insights that lead to better decision-making and personal growth.

Transformational Coaching Questions

Transformational questions help clients explore their dreams and overcome obstacles.

They encourage deep reflection and inspire action.

1. 46. What does your ideal future look like?
   47. How would achieving this goal change your life?
   48. What beliefs are holding you back?
   49. If you had unlimited resources, what would you do?
   50. What small step can you take today towards your goal?

You can use these questions to guide clients toward positive change.

Transformational coaching focuses on big-picture thinking and personal growth.

It aims to shift mindsets and behaviors.

Agile Coaching Questions

Agile coaches use these questions to spark discussions and drive improvements.

They help teams reflect on their processes and find ways to work better together.

1. 51. How can you improve your team’s sprint planning process?
   52. What obstacles are preventing your team from delivering value to customers?
   53. How might you enhance collaboration between developers and testers?
   54. What metrics could help measure your team’s agility and productivity?
   55. In what ways can you make your daily stand-ups more effective?

Good questions lead to insights that can boost a team’s performance.

Studies show that teams using agile methods are 25% more productive.

They also deliver working software 50% faster than traditional teams.

Asking the right questions is key to unlocking these benefits.

Appreciative Inquiry Coaching Questions

Appreciative Inquiry coaching helps you focus on strengths and successes. These questions can spark positive change and growth in life or work.

1. 56. What’s the best experience you’ve had in your current role?
   57. Can you share a time when you felt most energized and engaged at work?
   58. What unique talents do you bring to your team or organization?
   59. How have you overcome a major challenge recently?
   60. What are your top three wishes for your future in this job or company?

These questions aim to uncover strengths and positive experiences. They can help build on what’s working well in your client’s life or career.

By reflecting on past successes, your client can identify patterns and skills that lead to your best performance.

Appreciative Inquiry also encourages you to envision an ideal future. This can help set clear goals and inspire action towards positive change.

Behavioral Coaching Questions

Behavioral questions help explore past behaviors and experiences. They give insight into how your client might handle similar situations in the future.

1. 61. Can you describe a time when you faced a major challenge at work?
   62. How did you handle a situation where you disagreed with a coworker?
   63. Tell me about a goal you set for yourself and how you achieved it.
   64. What’s an example of how you’ve dealt with stress in a high-pressure situation?
   65. When have you had to adapt quickly to an unexpected change?

Academic Coaching Questions

These questions help students think about their academic performance and ways to improve. They focus on setting goals, developing study skills, and addressing challenges.

1. 66. What are your top academic goals for this semester?
   67. How do you plan to improve your study habits?
   68. Which subject do you find most challenging, and why?
   69. What strategies have worked well for you in the past when preparing for exams?
   70. How can you better manage your time to balance coursework and other commitments?

By asking these questions, coaches can guide students to create action plans for success in their studies.

Life Coaching Questions

Life coaches use these questions to help clients gain clarity and take action. They prompt self-reflection and encourage forward momentum.

1. 71. What does your ideal day look like?
   72. What small step can you take today to move closer to your goals?
   73. How would your life be different if you achieved your biggest dream?
   74. What negative self-talk do you want to change?
   75. Who inspires you and why?
   76. What are your top 3 values?
   77. How can you show more kindness to yourself this week?
   78. What’s one habit you want to build or break?
   79. If you had unlimited resources, what would you do?
   80. What’s holding you back from pursuing your passions?

These questions dig deeper into your motivations and beliefs. They can reveal areas for growth and help you align your actions with your values. Take your time to consider each one carefully.

Career Coaching Questions

These questions help your client reflect on their career path and identify areas for growth. They encourage your client to think about your strengths, goals, and potential obstacles.

1. 81. What are your biggest career accomplishments so far?
   82. Where do you see yourself professionally in 5 years?
   83. What skills would you like to develop to advance your career?
   84. What’s holding you back from reaching your career goals?
   85. How does your current role align with your long-term career aspirations?

By considering these aspects, your clients can make more informed decisions about their professional development.

Health Coaching Questions

Health coaches use these questions to get a snapshot of a client’s habits and lifestyle. They help identify areas for improvement in diet, exercise, sleep, and preventive care.

1. 86. How would you rate your current energy levels on a scale of 1-10?
   87. What foods do you eat most often during a typical day?
   88. How many hours of sleep do you usually get each night?
   89. What types of physical activity do you enjoy?
   90. When was the last time you had a check-up with your doctor?

The answers give coaches insight into what changes might have the biggest impact on a person’s well-being.

Relationship Coaching Questions

Relationship coaching questions help couples explore their expectations, values, and communication styles. They can spark meaningful conversations about relationship goals and challenges.

1. 91. How would you describe your ideal relationship?
   92. What are your top 3 relationship deal-breakers?
   93. How do you prefer to receive love and affection?
   94. What’s one thing you’d like to improve in your current relationship?
   95. How do you handle conflicts with your partner?

Relationship coaches often use such questions to guide clients toward better understanding and connection.

Remember, there are no right or wrong answers to these questions. The goal is to foster honest dialogue and mutual understanding between partners.

Business Coaching Questions

Business coaching questions help business leaders reflect on their objectives, performance metrics, and areas for growth.

1. 96. What are your company’s top 3 goals for this quarter?
   97. How do you measure success in your role?
   98. What’s the biggest challenge facing your team right now?
   99. Where do you see untapped potential in your business?
   100. How can you improve communication with your direct reports?

By asking these questions, coaches guide clients to identify opportunities and overcome obstacles in their business.

Executive Coaching Questions

Executive coach questions help executives reflect on their leadership, goals, and growth areas. They prompt thinking about strategy and long-term vision.

1. 101. What leadership challenges are you facing right now?
   102. How do you measure success in your role?
   103. What skills do you want to improve as an executive?
   104. How do you align your team with company goals?
   105. What’s your vision for the organization in 5 years?

You can use these questions to start meaningful conversations about professional development and organizational direction.

Executive coaching aims to enhance leadership effectiveness. It focuses on improving skills like decision-making, communication, and strategic thinking.

Good questions encourage self-reflection and spark new insights.

When asking these questions, listen carefully to the answers. Follow up with more questions to dig deeper. This helps uncover underlying issues and opportunities for growth. The goal is to guide executives toward their own solutions and action plans.

Coaching Questions for Leaders

1. 106. How can you better support your team’s growth and development?
   107. What strategies have you used to foster innovation within your organization?
   108. How do you ensure clear communication of goals and expectations?
   109. What steps can you take to improve employee engagement?
   110. How might you build stronger relationships with your direct reports?

Conflict Coaching Questions

These questions help you explore the root causes of conflicts and find ways to resolve them.

1. 111. What triggered this conflict?
   112. How do you think the other person feels about the situation?
   113. What’s your ideal outcome for resolving this conflict?
   114. What steps can you take to improve communication with the other party?
   115. How might your actions have contributed to the conflict?

Coaching Questions for Performance Reviews

Performance reviews are a chance to have meaningful conversations about an employee’s work. Good questions can uncover valuable insights. Here are some effective coaching questions to ask:

1. 116. What accomplishments are you most proud of since our last review?
   117. Which goals did you struggle with? What roadblocks did you face?
   118. How would you rate your overall performance? Why?
   119. What skills or knowledge areas do you want to develop further?
   120. How can I better support you in your role?

Coaching Questions for Underperformance

Coaching questions can help managers address underperformance issues with empathy and insight. They encourage self-reflection and open dialogue.

1. 121. What specific goals are you struggling to meet?
   122. Can you describe a recent situation where you felt you underperformed?
   123. What obstacles are preventing you from reaching your full potential?
   124. How do you think your performance impacts the team or organization?
   125. What support or resources would help you improve your performance?

Example Coaching Questions for Different Scenarios

Career Change

1. 126. What aspects of your current job do you enjoy most?
   127. If money were no object, what career would you pursue?
   128. What skills or talents do you have that you’re not using in your current role?
   129. How do your personal values align with your ideal career path?
   130. What fears or concerns do you have about changing careers?

Anxiety

Anxiety can be tough to deal with. Coaching questions can help you explore and manage your anxiety better. Here are some questions to think about:

1. 131. What physical symptoms do you notice when you feel anxious?
   132. When do you feel most calm and relaxed?
   133. What thoughts run through your mind during anxious moments?
   134. How has anxiety affected your daily life or relationships?
   135. What coping strategies have you tried so far?

Clarity

Clarity questions help you get to the heart of what’s important. They make your client think about their goals and challenges and discover new insights about themselves.

1. 136. What’s the main issue you want to focus on today?
   137. How would you describe your current situation in one sentence?
   138. What’s stopping you from achieving your goal?
   139. If you had a magic wand, what would you change about your life right now?
   140. What does success look like to you in this area?

Confidence

Confidence-building coaching questions help people recognize their strengths and tackle self-doubt. Here are some effective questions to boost confidence:

1. 141. What past success are you most proud of?
   142. How did you overcome a recent challenge?
   143. What unique skills do you bring to your work?
   144. When do you feel most confident?
   145. If you had unlimited confidence, what would you do differently?

Decision-Making

Coaches use these questions to help clients think through important decisions. They encourage looking at options from different angles.

1. 146. What options have you considered for this decision?
   147. How does each option align with your goals and values?
   148. What are the potential risks and rewards of each choice?
   149. Who else might be affected by your decision?
   150. What additional information do you need to make this choice?

Goal Setting

Goal-setting questions help clarify goals and create a plan to achieve them. They focus on making goals specific, measurable, and actionable.

1. 151. What specific goal do you want to achieve?
   152. By when do you want to accomplish this goal?
   153. How will you measure your progress toward this goal?
   154. What skills or resources do you need to reach your goal?
   155. What’s the first step you can take today to move closer to your goal?

Imposter Syndrome

These questions can help people with imposter syndrome recognize their strengths and accomplishments. They prompt reflection on past successes and unique contributions.

1. 156. What achievements are you most proud of in your career?
   157. How have you overcome challenges in the past?
   158. What unique skills or knowledge do you bring to your role?
   159. Can you recall a time when you felt confident in your abilities?
   160. What evidence contradicts your self-doubts?

Motivation

Motivation questions help uncover what drives you. They focus on a person’s intrinsic and extrinsic motivations.

1. 161. What goals make you feel excited and energized?
   162. What personal values make this goal meaningful to you?
   163. How will achieving this goal help you grow or fulfill your purpose?
   164. What external rewards or recognition are driving you toward this goal?
   165. How will achieving this goal positively impact others or your environment?

Procrastination

Procrastination coaching questions help clients explore their procrastination habits. They focus on identifying specific tasks, understanding motivations, and planning actionable steps.

1. 166. What task are you putting off right now?
   167. How would completing this task benefit you?
   168. What’s the smallest step you could take to get started?
   169. What fears or concerns are holding you back?
   170. When would be a good time to begin working on this task?

Resilience

These questions aim to build resilience by encouraging reflection on past successes and personal strengths. They help identify effective coping methods and shift perspectives on challenges.

1. 171. How have you bounced back from setbacks in the past?
   172. What strengths do you rely on when facing challenges?
   173. Can you recall a time when you persevered through a difficult situation?
   174. What coping strategies have worked well for you during stressful periods?
   175. How might you reframe a current obstacle as an opportunity for growth?

Time Management

Time management coaching questions can help you reflect on your current habits and identify areas for improvement.

1. 176. How do you prioritize your tasks each day?
   177. What’s your biggest time waster at work?
   178. When are you most productive during the day?
   179. How do you handle unexpected interruptions?
   180. What’s one change you could make to improve your time management?

Conclusion

Coaching questions are powerful tools for personal and professional growth. You can use them to gain clarity, set goals, and overcome obstacles. Remember to ask open-ended questions that encourage reflection and action.

Practice active listening when asking coaching questions. Give the person time to think and respond fully. Avoid jumping in with advice or solutions too quickly.

Keep a list of your favorite coaching questions handy. Review and expand it regularly. Try new questions to keep conversations fresh and insightful.

Be patient with the coaching process. Change and growth take time. Celebrate small wins along the way.

Use coaching questions on yourself too. Regular self-reflection can lead to valuable insights and personal breakthroughs.

With practice, you’ll become more skilled at asking powerful questions. Your conversations will become more meaningful and impactful. You’ll help others unlock their potential and achieve their goals.