The differential effects of solution‐focused and problem‐focused coaching questions: a pilot study with implications for practice

Abstract

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/ authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to explore the differential effects of problem-focused and solution-focused coaching questions by means of a literature overview and results of an exploratory pilot study.Design/methodology/approach -In a problem-focused coaching session 39 participants complete a range of measures assessing self-efficacy, their understanding of a problem, positive and negative affect, and goal approach. They then respond to a number of problem-focused coaching questions, and then complete a second set of measures. The 35 participants in a solution-focused session complete a mirror image of the problem-focused condition, responding to solution-focused coaching questions, including the ''Miracle Question''.Findings -Both the problem-focused and the solution-focused conditions are effective at enhancing goal approach. However, the solution-focused group experience significantly greater increases in goal approach compared with the problem-focused group. Problem-focused questions reduce negative affect and increase self-efficacy but do not increase understanding of the nature of the problem or enhance positive affect. The solution-focused approach increases positive affect, decreases negative affect, increases self-efficacy as well as increasing participants' insight and understanding of the nature of the problem.Practical implications -Solution-focused coaching questions appear to be more effective than problem-focused questions. Although real-life coaching conversations are not solely solution-focused or solely problem-focused, coaches should aim for a solution-focused theme in their coaching work, if they wish to conduct effective goal-focused coaching sessions that develop a depth of understanding, build self-efficacy, reduce negative affect, increase positive affect and support the process of goal attainment. Originality/value -This is the first study to explore this issue.

Approaching solutions or avoiding problems? The differential effects of approach and avoidance goals with solution-focused and problem-focused coaching questions

“…To our knowledge, Grant and O'Connor (2010) were the first to directly compare PF and SF questions in the context of coaching, and to evaluate the differential impact of these two approaches. Grant and O'Connor (2010) found that compared to PF questions, SF questions significantly increased positive affect, decreased negative affect, increased self-efficacy and enhanced goal approach (i.e.…”

Üniversite Öğrencilerinin Sosyal Fobi ile Başa Çıkmalarında Çözüm Odaklı Grupla Psikolojik Danışmanın Etkisinin İncelenmesi

“…In reference to the results of both this study and other studies, social phobia can be mentioned as a surmountable problem. When the subject was discussed in terms of solution focused short-term psychological counseling, it was determined that this approach was efficient upon overcoming several problems (Tuna, 2012;Grant & O'Connor, 2010;Bulut, 2008;İşlek, 2006;Gingerich & Peterson, 2013;Spilsbury, 2012;Daki & Savage, 2010;Franklin, Moore & Hopson, 2008;Seidel & Hedley, 2008;Thorslund, 2007;Corcoran, 2006 ), and this was an efficient approach upon coping with social phobia (George, 2008). It has been considered that the shortterm psychological counseling's emphasizing solutions, reasons, strengths and achievements instead of problems, weaknesses, inadequacies, vulnerabilities and failures of counselees is efficient.…”

“…Çözüm odaklı kısa süreli psikolojik danışma bağlamında konu ele alındığında ise bu yaklaşımın depresyon ( Gingerich & Peterson, 2013); alkol bağımlılığı (Spilsbury, 2012); saldırganlık eğilimleri (Bulut, 2008); öfke kontrolü (Tuna, 2012); davranış problemleri (Franklin, Moore & Hopson, 2008;Corcoran, 2006), sınav kaygısı (İşlek, 2006); akademik ve motivasyonel güçlükler (Daki & Savage, 2010); benlik algısı (Grant & O'Connor 2010); boyun eğici davranışlar (Köktuna, 2007); psikolojik iyi oluş (Seidel & Hedley, 2008) kişilerarası ilişkiler (Reimer & Chatwin, 2006) gibi birçok problemle başa çıkmada etkili bir yaklaşım olduğu gibi çok sınırlı sayıda olmakla birlikte sosyal fobi ile başa çıkmada da etkili bir yaklaşım olduğu tespit edilmiştir (George, 2008). Çalışma sonuçları bir bütün olarak değerlendirildiğinde sosyal fobinin başa çıkılabilir bir sorun olduğu ve çözüm odaklı kısa süreli psikolojik danışmanın da sosyal fobide dahil birçok sorunla başa çıkmada etkili bir yaklaşım olduğu söylenebilir.…”

Coaching Process And its Influence on Employees’ Competencies in the Hospitality Sector – Case Study

“…Effective questioning lies at the very heart of the coaching conversation (Grant & O'Connor, 2010). Coaching consists more in questioning than suggesting ready solutions and sharing the coach's knowledge and experience.…”

“…Effective questions shall increase motivation, develop the comprehension process, have a positive influence, increase faith in one's abilities, especially in a situation of change, as well as help the individual realise their set goals (Grant & O'Connor, 2010). Powerful questioning is the ability to ask questions that reveal the information needed for maximum benefit to the coaching relationship and the client (Auerbach, 2005).…”