Ask Performance-Based Coaching Questions Effectively

In this issue…

• Ask Performance-Based Coaching Questions Effectively - by Tim Hagen

• Extra Insights: What Is Your Leadership Style? - from Benjamin Erikson-Farr, Gallup

• Weekly Motivation Boost: The Power of Gratitude - from Motiversity (YouTube)

• Action for the Week: Keep Learning as a Leader, Share with Your Trusted Circle

• Together with Select Software Reviews

🎯 EXPERT OF THE WEEK

📰 Ask Performance-Based Coaching Questions Effectively

By Tim Hagen

To ask performance-based coaching questions effectively, a coach has to use a mindset of curiosity and support—not judgment or criticism. When an employee is struggling, they’re often already feeling pressure or disappointment. For leaders and coaches, here are crucial steps to start asking coaching questions effectively:

Approach the conversation with genuine care, a belief in the employee’s potential and a commitment to partnership. Before asking questions, the coach should mentally center themselves on being fully present and open. This mindset ensures the tone and energy of the conversation conveys, “I’m here to help you succeed,” rather than, “I’m here to evaluate you.”

Create a safe, non-defensive atmosphere where the employee feels comfortable reflecting honestly. Use a calm, empathetic tone, maintain eye contact, and show attentive body language that encourages openness. Avoid interrupting or rushing to offer solutions. Instead, allow space for the employee to process, think out loud and even struggle through the questions. This shows respect for the employee’s ownership of their growth journey. If the employee feels seen and supported rather than pressured, they’re more likely to engage and take responsibility for their next steps.

Use questions as springboards for collaborative discussion to explore opportunities, not as interrogations. Ask each "what" question in a spirit of discovery, with follow-up prompts and encouragement to dig deeper. Take time to validate their progress, highlight small wins and express confidence in the employee’s ability to improve.

The goal is not just to gather information, but to spark insight, motivation and forward momentum. A positive vision for the employee's potential and guiding them through thoughtful reflection can help turn a performance conversation into a turning point of renewed confidence and action.

Here are 20 great coaching questions starting with “What” that you can ask someone struggling with performance results:

1. What do you think is impacting your performance the most right now?

2. What have you already tried to improve your results?

3. What’s getting in the way of your success?

4. What would success look like for you in this role?

5. What patterns do you notice in your recent performance?

6. What support do you need to keep progress moving forward?

7. What strengths can you tap into to improve your results?

8. What would you do differently if you could start this project over?

9. What are you avoiding that might be holding you back?

10. What feedback have you received, and how have you responded to it?

11. What does your ideal workday look like in terms of focus and output?

12. What would help you maintain more consistency in your performance?

13. What’s the root cause of the challenges you’re facing?

14. What are the consequences if performance doesn’t improve?

15. What small change could have a big impact on your results?

16. What are your priorities right now—and are they aligned with expectations?

17. What motivates you to push through when things get tough?

18. What’s worked for you in the past when performance dipped?

19. What assumptions are you making that could be limiting you?

20. What’s one thing you can commit to this week to move forward?

💡EXTRA INSIGHTS

What Is Your Leadership Style?

From Benjamin Erikson-Farr, Gallup

15-Minute Read

Read the full article by clicking on the image below.

🏅WEEKLY MOTIVATION BOOST

The Power of Gratitude - from Motiversity (YouTube)

🏃🏽‍♀️Action for the Week

Keep Learning & Growing as a Leader Every Day - Create Your “Braintrust”

💡 Make sure you learn something new each day, to keep growing and developing as a leader—share it with your trusted circle. Keep it tangible and trackable.

1. Use a journal or note in your calendar every day, a place where you can jot down specific examples to share about your personal or professional breakthroughs.

2. Review those every week to see your progress.

3. Share those with trusted colleagues to create a “braintrust” and learn from one another over time.

💎 TOGETHER WITH SELECT SOFTWARE REVIEWS

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