Open-ended Questions that Unlock Performance

Most of us are taught to ask questions that start with “will” or “can.”

The problem with these closed-ended questions is that most people don’t want to disappoint, so they answer “yes” even when they may mean “no” or “I don’t know.”

Open-ended questions start with:

• • What.
  • When.
  • Where.
  • How.
  • Why (use sparingly).

Open-ended questions are especially powerful because they allow the receiver to consider deeper answers, thinking through what they might do or how they might solve a problem. They also are a powerful way to increase self-awareness and find solutions.

Powerful open-ended coaching questions:

• • Invite exploration and possibility.
  • Are forward-looking toward outcomes and solutions.
  • Move the employee to commit to agreed-upon actions.
  • Encourage openness.
  • Minimize defensiveness.
  • Do not manipulate the employee to choose the coach’s preferred action.
  • Are simply structured and to the point.
  • Are asked with a sense of curiosity and open-mindedness.

Sample Open-ended Questions

For open-ended questions specifically related to career aspiration and personal development, read the Powerful Coaching Skills for Managers post.

• • Probing Questions and Statements:
    • “How did you reach that conclusion?”
    • “What else will you need to do/know/research to hit your goal?”
    • “What other facts do you need to consider before deciding?”
    • “Tell me more about that.”
• • Clarifying Questions and Statements:
    
    • “How could you say or view that differently?”
    • “What is it at the center of that statement?”
    • “What is it you really want to say?”
    • “How can you make that statement more concise?”
• • Supporting Questions and Statements:
    • “How can you use those strengths in a different situation?”
    • “How else can I support you in your success?”
    • “You did that really well! What benefits do you see from those actions?”
    • “What did you learn from this experience that can help you in the future?”
• • Challenging Questions and Statements:

• • • “What if you’re wrong?”
    • “I’d like to challenge you on that. How open are you to feedback right now?”
    • “How might looking at that differently get you closer to your goal?”
    • “Since that doesn’t seem to be an option right now, what can you do to improve the situation?”
    • “If you couldn’t take that step, what steps could you take?”

Open-ended questions are powerfully applied to any conversation. Practice incorporating them in performance feedback, coaching, and conflict resolution scenarios.