Curiosity is the engine of great coaching. In this unit, you’ll learn how to use curiosity to help your team members reflect, discover new perspectives, and take ownership of their growth. Rather than offering quick solutions, you’ll practice asking questions that encourage others to think for themselves. For example, instead of saying "You should try a different approach," you might ask, "What have you noticed about what's working and what's not?" This shift opens the door to deeper insight and learning.

The way you order your questions can make a big difference in the quality of the conversation. Start with broad, open-ended prompts to invite exploration, then gradually narrow your focus as the discussion unfolds. For instance, you might begin with "What stands out to you about this project so far?" and then follow up with "How did you decide on that approach?" or "Where do you see the biggest opportunity for improvement?" This sequencing helps your team member connect ideas and uncover their own solutions, rather than simply following your lead.

One of the most powerful tools in coaching is simply allowing silence after you ask a question. Giving your team member space to think—without rushing to fill the gap—often leads to more thoughtful and meaningful responses. For example, after asking "What options have you considered?", pause and let them reflect. Even if the silence feels a bit uncomfortable, it signals that you value their input and trust them to find their own answers. This approach reinforces their sense of ownership and encourages genuine exploration.

Here’s a short dialogue that demonstrates these key ideas in action:

• Chris: Hey Jake, I noticed the project timeline has shifted. What stands out to you about how things have been going?
• Jake: I think we underestimated how long the testing phase would take.
• Chris: How did you decide on the original timeline for testing?
• Jake: We based it on last quarter’s project, but this one has more moving parts.
• Chris: Where do you see the biggest opportunity to adjust or improve things now?
• Jake: I could break the testing into smaller chunks and get feedback earlier. That might help us catch issues sooner.
• Chris: What options have you considered for making that change?
• Jake: I could talk to the QA team and see if they can review in stages instead of all at once.

In this exchange, Chris uses open-ended, sequenced questions and allows Jake space to reflect, rather than jumping in with solutions. Notice how Chris’s pauses and prompts encourage Jake to analyze the situation, identify opportunities, and generate his own ideas for improvement.

As you apply these techniques—curiosity, thoughtful sequencing, and the strategic use of silence—you’ll notice your coaching conversations become more insightful and empowering. In the upcoming role-play session, you’ll have the chance to put these skills into practice and experience firsthand how they can transform your interactions.