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Stop Giving Advice. Start Asking Powerful Questions. The Operational Coaching® Approach

Stop Giving Advice. Start Asking Powerful Questions. The Operational Coaching® Approach The moment you give advice, you own the problem. How often have you found yourself in a conversation, eager to offer solutions, only to realise that your well-intentioned guidance hasn’t quite landed? Or worse, the person you’re trying to help now looks to you to fix everything?

Great leaders and managers know that asking the right question is far more powerful. It empowers individuals, fosters independent thinking, and ultimately leads to more sustainable solutions.

In today’s fast-paced work environment, the traditional manager-as-expert model is becoming increasingly outdated. What employees truly need is a leader who can facilitate their growth, unlock their potential, and guide them towards their own discoveries. This is where the Operational Coaching® approach comes into play. It’s about shifting from telling to asking, from solving to facilitating.

Why the Operational Coaching® Approach?

1. Empowerment and Ownership
When you ask questions, you invite the other person to think critically and come up with their own solutions. This builds a sense of ownership and responsibility, making them more invested in the outcome. They’re no longer just following instructions; they’re actively shaping their path.

2. Deeper Understanding
Asking questions forces individuals to articulate their thoughts, feelings, and perspectives. This process often reveals underlying issues that might have been overlooked, leading to a more comprehensive understanding of the situation. You might even discover that the “problem” they presented wasn’t the real problem at all.

3. Skill Development
By guiding team members to find their own answers, you’re not just solving a current issue; you’re helping them develop their problem-solving, critical thinking, and decision-making skills. This is an invaluable investment in their long-term growth and self-sufficiency.

4. Stronger Relationships
An Operational Coaching® relationship is built on trust and respect. When you demonstrate that you believe in your team member’s ability to find solutions, you strengthen your bond and create a more collaborative and supportive environment.

5. Sustainable Solutions
Solutions that come from within are almost always more sustainable than those imposed from the outside. When someone discovers their own path forward, they are far more likely to stick to it and adapt it as circumstances change.

The Art of Powerful Questions

It’s not just about asking any question; it’s about asking the right questions. Powerful coaching questions are open-ended, thought-provoking, and designed to encourage introspection rather than simple yes/no answers. They challenge assumptions, explore possibilities, and help individuals tap into their own inner wisdom.

Here’s the secret: you don’t need to have all the answers. Your role as a leader with an Operational Coaching® style of management is to create the space for others to find their answers. This requires active listening, genuine curiosity, and a willingness to let go of your own preconceived notions.

Conclusion

Embracing Operational Coaching® isn’t just a management technique; it’s a philosophy that cultivates self-reliance, innovation, and engagement within your team. By consciously stopping the impulse to give advice and instead mastering the art of asking powerful questions, you transform yourself from a problem-solver into a catalyst for growth. You’ll not only see your team members flourish, but you’ll also free up your own time and energy to focus on strategic leadership. Start asking, start empowering, and watch your team soar.

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This article was first published by STAR®, and the original content can be found here.