Awareness
What do I see?
Help the employee name the specific event or pattern, using facts and examples.
A workshop based on The Investment
Better questions.
Stronger ownership.
Clearer action.
Based on The Investment, Coach Through Questions helps leaders ask better questions, listen with purpose, and guide employees from awareness to ownership and action. Through demonstrations, guided practice, and feedback, participants build confidence in coaching conversations—and leave with a workbook and a plan they can apply with their team.
The coaching progression
A conversation that develops
thinking at every stage.
Understanding
What does it mean?
Explore the thoughts, beliefs, assumptions, and conditions behind the behavior.
Ownership
What is mine to address?
Help the employee recognize their responsibility and choose a response within their authority.
Action
What will I do?
Develop a clear next step with timing, evidence of progress, needed support, and a review point.
Who it serves
For leaders who
develop people.
Managers, supervisors, business owners, and team leaders who want to strengthen everyday coaching conversations.
Practice situations include taking delegated work back, repeated requests for approval, missed follow-up, and an employee who hesitates to contribute an idea.
What participants practice
Ask. Listen. Probe. Practice again.
- Use TAR—Thoughts, Actions, Results—to explore the thinking behind behavior.
- Turn vague statements such as “I’ll try” into clear, workable commitments.
- Form neutral questions that invite reflection without hiding advice or assigning blame.
- Build follow-up questions from the answer actually heard, allowing space and silence.
- Coach through all four stages with observation, feedback, and a second attempt.
Workshop format
Choose the time.
Keep the practice.
The standard workshop runs 3½ hours, including one break. Each format combines teaching and demonstrations with paired exercises and coaching practice in groups of three. Everyone gets a turn to coach.
See the 3½-hour workshop agenda
| Activity | Time |
|---|---|
| Opening and coaching baseline | 10 minutes |
| TAR: the thinking behind behavior | 20 minutes |
| From “I’ll try” to a clear commitment | 15 minutes |
| Forming questions that invite thinking | 25 minutes |
| Four coaching stages and demonstration | 25 minutes |
| Break | 10 minutes |
| Listening and probing drills | 25 minutes |
| Progressive coaching practice and feedback | 55 minutes |
| Workplace application and commitment | 25 minutes |
What’s included
Tools to take
back to your team.
- A branded participant workbook with examples, exercises, and planning pages.
- A repeatable four-stage coaching progression.
- Guided practice with feedback and opportunities to replay a conversation.
- A plan for a real workplace conversation and an agreed follow-up.
From workshop to workplace
Use it within seven days.
Participants leave prepared to hold one real coaching conversation, help the employee state their own commitment, and set a time to review progress.
The workshop also helps leaders recognize when an employee needs information, experience, clearer expectations, or support alongside better questions.
Options for additional practice
A practice clinic, difficult answers lab, or follow-up session 2–3 weeks later can extend the learning. Ask about these options when planning your workshop.
Bring the workshop to your organization
Develop the people
who develop your people.
Tell Bert about your team, your preferred date and location, and the coaching challenges you want to address. Together, you can choose the workshop format that fits.