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Questioning Technique to Make Improvements

Involving Employees and Learning from Mistakes

When things go wrong in a business or particular department there can be a tremendous temptation to either completely gloss over what happened and try and forget it, or alternatively indulge in the blame game where accusatory fingers are pointed and people are blamed instead of actually embarking upon the much more useful process of determining exactly why events turned out the way that they did.

It is well-known that asking questions and letting employees come up with answers and suggestions is a powerful tool in business coaching and the development of individuals. It can also be used in this way to work with employees to not only find out what happened and why they took a particular course of action, but also to determine what they have learnt from it and what they believe they should do in the future to ensure that a similar outcome is avoided. Instead of providing all of the ideas or telling the employee what they should be doing, a manager who engages in this technique to make improvements will normally find the employee is much less likely to go on the defensive, allowing for a more constructive and much more productive meeting which should prove beneficial for the business going forward.


Playing The Blame Game Can Damage Future Business Performance

By blaming employees rather than working with them to determine the facts and future course of action, it is likely to kill any future attempts by employees to show initiative. This will result in more work and time taken up for the manager as workers will come to them with every little problem they have to avoid making a mistake again.



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Related Courses

Please see below for some business coaching courses and qualifications which you may be interested in:

ILM Level 7 Qualifications in Executive Coaching and Mentoring

The ILM Level 7 Qualifications in Executive Coaching and Mentoring are designed for senior leaders/managers (or those working in a training and development role) who are regularly coaching or mentoring at a senior level.

It is for those executive coaches who wish to accredit, validate or enhance their skills with an internationally-recognised executive coaching qualification.

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ILM Level 5 Qualifications in Coaching and Mentoring

Based on our extensive work and experience with leaders, both in the private and public sectors, this ILM Level 5 Coaching and Mentoring programme has been designed to develop the capability of leaders to positively impact the performance of individuals and teams.

This programme has been created to sharpen a leader's skills - enabling them to balance control, commitment and empowerment through productive conversations with individuals and teams.

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Master Coaching Diploma from the BCF Group

This course enables participants to develop their understanding of executive coaching and mentoring, to explore the underpinning psychological theories of coaching and to practise and apply their skills within a non-directive, non-judgemental framework.

At the BCF Group, we use a powerful blend of coaching concepts and practical skills-based development to support the enhancement of executive coaching and leadership mentoring skills in an organisation.

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Advanced Coaching Certificate from the BCF Group

Based on our extensive work and experience with leaders, both in the private and public sectors; this course has been designed to develop the capability of leaders to positively impact the performance of individuals and teams. We are experts at unlocking peak performance.

Coaching and mentoring improves relationships, performance and engagement. This programme has been created to sharpen a leader's skills - enabling them to balance control, commitment and empowerment through productive conversations with individuals and teams.

Click Here for More Information


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