15 Coaching Questions Every Great Manager Should Ask

As managers or leaders, it's easy to fall into the habit of solving problems for our teams. When someone comes to us with a challenge, our instinct is often to jump straight into advice mode. But great leaders (and parents or teachers!) know that the most powerful conversations aren't about having all the answers. They're about helping others discover their own.

Coaching is one of the most effective ways managers can develop confidence, accountability, and problem-solving skills within their teams. And it starts with asking better questions.

Here are 15 coaching questions that the managers and leaders I have worked with use regularly with great results. They are powerful yet simple - the hardest part is to resist the temptation to answer the questions for them!

1. What outcome are you hoping for?

This question shifts the conversation away from the problem and towards the desired result. It helps employees gain clarity about what success actually looks like.

2. What's the real challenge here for you?

Often, the first issue presented isn't the root cause. This question encourages deeper reflection and helps uncover what's really getting in the way.

3. What have you already tried?

Before offering solutions, understand the actions they've already taken. It acknowledges their efforts and prevents unnecessary repetition.

4. What options do you see?

Many people come to their manager assuming there is only one path forward.

This question encourages creative thinking and ownership.

5. If there were no barriers, what would you do?

Sometimes limitations are self-imposed. By temporarily removing obstacles, people often uncover ideas they hadn't previously considered.

6. What's within your control?

When teams feel stuck, they often focus on factors they cannot influence.

This question redirects attention towards actions they can take immediately.

7. What assumptions might you be making?

Assumptions can quietly drive decisions and behaviours. Helping employees identify them often opens up new possibilities.

8. What does success look like?

A simple but powerful question. The clearer someone is about their destination, the easier it becomes to map the route.

9. What support do you need?

Coaching doesn't mean leaving people to figure it all out alone.

This question helps identify where guidance, resources, or collaboration may help.

10. What would happen if you did nothing?

Exploring the consequences of inaction can create valuable perspective and help prioritise action.

11. What's the next best step?

People don't always need a complete plan. Often, they just need clarity on the next action.

12. What have you learned from this situation?

Every challenge presents an opportunity to learn. This question helps build resilience and promotes continuous development.

13. How might someone else view this situation?

Encouraging different perspectives can unlock fresh insights and reduce bias.

14. What's stopping you?

Sometimes the biggest barrier isn't practical, it's emotional.

Fear, uncertainty, and lack of confidence often sit beneath workplace challenges.

15. What are you committing to?

Great coaching conversations end with action.

A commitment increases accountability and helps turn insights into results.

Questions Managers Should Avoid

Not all questions create empowerment. Be cautious of questions that feel judgmental or lead people towards your preferred answer, such as:

• Why didn't you do that already?

• Don't you think you should just...?

• Have you tried doing what I would do?

• Why is this taking so long?

These questions can unintentionally shut down thinking and reduce confidence. And as I was writing this, were a great reminder for me to pause before I ask my children these questions - the impact is of them feeling judged and shut down is virtually instant!

The Manager's Coaching Mindset

The goal of coaching isn't to demonstrate expertise. It's to unlock capability. So, before giving advice, pause and ask yourself:

"What's one question I could ask that would help this person think more deeply?"

The best managers, mentees and leaders aren't remembered because they always had the answers. They're remembered because they helped others discover their own.

So, the next time a team member (or your child) brings you a challenge, resist the urge to jump straight into problem-solving. Instead, choose one coaching question from this list and see where the conversation goes. You may be surprised how often the best solution comes not from you, but from the person sitting right in front of you.

If you want to learn more about Coaching and how powerful it can be - both for individuals and teams, join us at the upcoming 90 minute £35 workshop in November called Step Into Your Power. You can join the Waiting list now.