Workplace Coaching in English: Ask Questions That Support Reflection

Agree a useful focus

Ask what the person wants to work through within the workplace purpose. Do not assume a performance issue has one obvious cause.

Ask rather than prescribe

A question beginning “Don’t you think you should” often contains advice. An open question makes room for the person’s reasoning.

Paraphrase tentatively

Reflect what you heard and invite correction. A paraphrase should not turn uncertainty into a decision the person did not make.

Summarise owned actions

Check which action the person chooses and what support is needed. Distinguish commitment from an option merely mentioned.

Work through an original example

Directive question: “Wouldn’t it be better to send the report earlier?”

Reflective alternative: “What is making the current timing difficult, and which changes could you try?”

Practise, check and try a changed task

Rewrite five advice-shaped questions as genuine enquiries. Run a fictional conversation using only relevant questions and paraphrases.

Finish with the speaker confirming their own next action. Check that you did not select it for them.

• Check the meaning against the original task, rather than rewarding impressive wording alone.
• Keep one concrete observation and one next action; avoid treating a single attempt as a complete assessment.

Continue with focused practice

Use the exercise to identify the kind of feedback you need. The HR English programme page describes the current learning format and practice. Compare its syllabus with your own task, starting level and available time before choosing training. Course participation alone does not establish professional competence or guarantee an outcome.

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