The Leader Coach in action - 13 powerful thought-provoking questions for your team

Are you a Leader? Do you see your leadership style as a coaching one? Do you like to empower your team, delegate tasks and engage them effectively and consistently?
Instead of telling them what, how, when and why to do what is needed to accomplish, just set overall goal and timeframe, and help them design their way to achieve the best result.
Act as a Coach when leading your team, and ask for powerful, thought-provoking questions that support people in opening their minds, feeling more involved and performing at their utmost.

Here you find 13 questions that every Leader Coach should use with her/his team. Do you want to add some?

•What is the first step to achieve the goal?

•What are the subtasks you could split the goal into?

•What is the timeline for accomplishing that task?

•If I told you that it is too late, how would you respond?

•What would the impact of this delay be on the final outcome?

•What are the resources you need to accomplish this?

•Where and from whom could you find additional resources?

•How could your additional resources help you achieve the goal faster/set a different timeframe?

•What obstacles do you envisage?

•How can you overcome those obstacles?

•What happens if you do not achieve the task in that timeframe?

•What would the impact be on others and other activities if you achieved / did not achieve the goal?

•How will you understand that you have reached the goal? How do you measure your success?

Your Boss reputation is yours too!

Thanks to Luca Cicatelli who inspired this first post!

This very common topic is indeed difficult to accept since it really can create nightmares. Specifically, usually issue is whether and how your manager is or is not your “sponsor” within the organization; the issue lies in how the reputation of your manager conditions yours. Unluckily enough, when your manager is negatively considered of course you can expect natural consequences of this also on yourself. For this reason, once again, it comes into play the question of how moving spontaneously and spontaneously reach positive situations to achieve personal goals. Think about your boss as the foundation of a building that is your team; who has to select a building where to live, will consider how buildings are built to make his/her choice; if your building is considered with poor foundations, you also get the consequences. On the contrary, if everything works, you’ll also get all the benefits. Let’s say that you live in a sort of cone of light or dark that is projected on you. Clearly, consequences are more severe when your boss is negatively evaluated, because as you know, when things go well your boss is typically reluctant to share merits (not all of them, of course!); when in fact there is something negative, you do know who the escape goat could be. There is, however, a way to survive:  you have to work on relationships and offer an image that is not strictly connected with your boss; then you can play your game.