Zachary differed vigorously affront….

It’s the job of the coach to draw out the best in another person. Hence, the questions. But if there is someone who gets stuck, it basically is up to the coach to engage in the problem solving process.

To go meta to the situation and observe will enable you to ask the question: what is this person choosing right now, and is it useful? What resource, in this stuck state, is this person exhibiting right now.

Remember that everyone has resources even if they don’t know they are experiencing them – it’s a question of reframing.

Asking questions alone is not always enough. And Alvin, as a coach, you have to ask yourself the question – “if I turned the question inside-out, what would I get?” Heheh… food for thought.

If you don’t have a coach, you will need to learn how to self-coach. Most of the time, this is the primary reason behind a Skill Builder Group. Every person should have mentors that are freely accessible.

The main purpose of asking what has worked for them is to help them realize that they have had times in the past when they’ve been resourceful. If not…

Well, one of the guiding principles of coaching is to help draw out answers, and not to give them.

If they don’t know what has worked, you could ask them what they think could work. Or what do they think might work in the future?

Or the almighty classical NLP question, ‘I know you don’t know right now, but what if you did? What would you say?’

Sometimes people do need other resources too, like talking to other people for advice or reading books for info. That could be quite possible too. So you could draw out answers that way by asking them how they could find out.

A whole bunch of questions, and sometimes the person they could ask first might be you I hope this answers your question?

What if they don’t know what has worked for them? As they are not NLP trained?

Even not all NLP trained know what to do, not to say those not trained…

What’s your view?

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