The Best Things I Learned In Training: Questions

Coaching, at its heart, is the art of asking the right question at the right moment. Over 30 years of coaching life, leadership, and executive clients across Asia, Europe, and North America, I’ve discovered the profound impact that different types of questions can have on creating clarity, insight, and action. Among these, three categories stand out: open, closed, and probing questions. Each has its unique place in the coaching conversation.

Open Questions: Inviting Exploration

Open questions are the lifeblood of coaching. These questions are expansive and invite the client to explore their thoughts, emotions, and perspectives without restrictions. They often begin with words like what, how, and why, encouraging reflection and discovery.

• Examples:

  • What’s most important to you right now?

  • How do you envision success in this situation?

  • Why does this matter to you?

Open questions are most powerful when you want to help the client broaden their awareness or delve deeper into a topic. Early in a session, they’re useful for setting the agenda or uncovering underlying issues. They are also invaluable for fostering creativity and allowing the client to articulate their own solutions, reinforcing their agency.

Open questions signal curiosity and non-judgment, creating a safe space for exploration. Clients often respond with insights they didn’t even know they had.

Closed Questions: Focusing the Conversation

Closed questions are more specific and elicit concise, often binary responses, such as yes/no, or single facts. While they might seem limiting, they can be extremely useful when wielded with precision.

• Examples:

  • Did you achieve the goal you set last week?

  • Have you spoken to your team about this yet?

  • Is this a priority for you right now?

Closed questions are best employed to clarify details, confirm information, or establish boundaries in the conversation. They’re particularly effective when time is limited, or the client is meandering and you need to focus the dialogue.

Closed questions cut through ambiguity. They can also serve as stepping stones, leading into deeper, more reflective open or probing questions.

Probing Questions: Unearthing the Depths

Probing questions dig beneath the surface to uncover the client’s underlying beliefs, assumptions, or emotions. They are often follow-ups to open or closed questions and require the coach to listen deeply to identify what needs further exploration.

• Examples:

  • What’s driving that thought for you?

  • What would happen if you didn’t follow through?

  • Can you tell me more about why that feels challenging?

Probing questions are vital for challenging the client gently but effectively. They’re most useful when the client is stuck, repeating patterns, or avoiding certain topics. These questions can help uncover hidden obstacles, deepen self-awareness, and spur action.

They work by peeling back layers, probing questions help clients confront their assumptions and connect with their deeper motivations. They’re particularly powerful for transformational moments in coaching.

In a nutshell 🥜

A masterful coaching conversation blends open, closed, and probing questions seamlessly. The art lies in knowing when to use each type. For example, a session might begin with open questions to explore, incorporate closed questions to narrow focus, and use probing questions to dig deep and clarify.

The choice of question isn’t just about the words themselves but also about your intent and the energy behind them. Coaching is not about interrogation—it’s about creating a partnership where questions invite discovery, reflection, and action.

By understanding and using open, closed, and probing questions thoughtfully, coaches can meet clients where they are and guide them toward where they want to be. As I often say to my clients, “The quality of your answers depends on the quality of your questions.” And in coaching, asking great questions is the key to unlocking potential.