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       Certified Master Coach - Notes: 
      Coaching in the Workplace: -Finding the Miracle or Magic Question
         -Achieving Measurable, Lasting Behavioral Change in the Workplace ©

           (includes extracts from new text book 'Behavioral Coaching' by Zeus and Skiffington -published and copyrighted by McGraw-Hill, New York)

“Miracle questions, Magic Questions?
-Do they exist in the world of professional coaching?

- The “miracle or magic question” is not one simple question with a ready made answer -for example: Q: “What day is it?”  A: “Monday.”

- The spirit of interviewing cannot be captured in brief questions during brief encounters.

- When questioning is just seen as asking simple miracle or magic questions, then a coach will naturally think that coachees should provide the ideal answer. 

- Questioning is an interpersonal style. It has a subtle balance of directive and client-centered components shaped by a guiding philosophy and understanding of what triggers the need for behavioral change. If it becomes a trick or a manipulative technique, its essence has been lost. 

- Questioning is just one part of the coaching process -including assessment, use of an appropriate behavioral model of change and relevant techniques and tools etc. 

- When the coachee does not deliver the expected magic answer (which is nearly all of the time) then the coach either believes that he/she hasn't the right set of questions (and continues the search for the allusive million-dollar question/s) or simply believes that questioning does not work. This expectation handicaps both coach and coachee.

- A coachee cannot provide “the” answer, but they provide “an” answer. Questioning is not meant to be delivered with the intent of eliciting a specific answer. Answers are meant to be heard as part of a longer statement to which the coach addresses his/her responses.

- Many coachees have never had the opportunity of expressing the often confusing, contradictory and uniquely personal elements of their conflict, issue or situation. The coach's task is to facilitate expression of all sides of their situation and impasse, and guide the coachee toward an acceptable resolution that triggers acknowledgment of the need and motivation to change.

- Questioning can also be seen as a frame-setting device or a validated language style by which the coach encourages the coachee to see and talk about a better/stronger/happier future after-the-problem/issue/situation-is positively changed.

- The miracle or magic question does not exist in the toolkit of the professional coach.
The right questions (that have a basis in the behavioral sciences) are the opening moves in a structured language game that can only be taught by a coaching educator who is also a licensed clinical psychologist with long-term work-place experience. In its simplist form -when the coachee responds, the coach asks further questions to help them clarify and expand their initial response. In this way, the answer you obtain informs you what question you are best suited to next ask.

Clearly, this is not a situation in which the coach simply uses a set of miracle questions to pull out a miracle answer. Coaches, trying to take shortcuts, can get sold on the myth of the magic question. This belief or false hope is foundered on the incorrect assumption, pedalled by unqualified people, that all the miracle answers are already somewhere inside each person.

- Many vital questioning techniques, behavioral-based change models, tools and techniques and assessment instruments a professional coach requires are only available via the Behavioral Coaching Institute's Certified Master Coach Course (online or campus format). The course, for over 20 years, meets the critical needs for business and executive coaches to be trained in the use of validated, reliable psychology-based tools and techniques.  Read More >.... 

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