In many coaching schools or leadership courses you learn NEVER to ask why questions. They lead to:
Here is an example:
Tada – from a simple problem: “How to present more comfortably” – we have thought ourselves into a corner that will be difficult to leave. Bad for the client, good for the coaches’ or therapist’s pocket book.
In schools for mechanical engineering or other technical domains the “why”-question gets a much better rap. There is the technique of 5 whys which invites to get to the root cause of a technical problem. Technical problems have the advantage that they happen in a much more constrained system then the complex system of human relations. In “complicated” systems, you can meaningfully discern cause and effect:
Learning: fix the tire, don’t cycle through broken glass
But ARE there good “why”-questions in leadership and coaching? I was discussing this with a “Coaching-Fundamentals” group and we did come up with some really good examples:
Some “why”-questions ask for “your good reasons” or your motivation to do things. They are actually more “what-for” questions than “why”-questions. Inviting people to think about what makes their projects valuable is a really good direction for coaches and leaders to take 😊
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If you want to know why you might join one of our next coaching meetups and exchanges:
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