When would you use open-ended and closed questions in a coaching situation?

A responsible coach should have the ability to ask appropriate questions to obtain the desired result. The capacity to ask open-ended questions is also one of the key strengths of executive professional. This is accomplished to obtain the thoughts and opinions of their customers. It is an ability that can be gained and it is necessary for leaders and managers wanting to build a culture of coaching rather than an environment of command and control environment. The two common types of questions that are asked in a coaching situation are open-end questions and closed questions.

Open-end questions are utilized to collect broad information from the clients and their feelings and emotions. This is because open-end questions do not restrict the answers of clients. e.g., “What did you think of the speaker?” is an open-end question. The clients can give comprehensive answers and hence lot of information can be collected. The aim here is not to get any precise answer.

Closed questions give all possible alternatives from which client can choose their answer. They can be even just yes or no responses. They are very specific and try to get the exact information. They are used to go directly to the relevant topic. At this very moment answers are constricted. These questions are asked for clarification by the coach and also to often bring client’s responses to a close. These open end question and closed question are very important depending on the information a person is trying obtained from that other person. When you practice switching your closed-ended questions to open-ended ones, you may find that you create a much more collaborative feel in your relationships.

references:

https://carlyanderson.com/the-important-role-of-as…

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