The best leaders are adept at guiding their teams, answering questions and helping to solve problems in the workplace. However, no matter how experienced or confident a leader may appear, no one has all of the answers. Business leaders at every level turn to consultants for direction and guidance, whether they’re facing a challenge at work or simply looking for professional advice.
If you’re a leader, you can learn a great deal from a mentor or coach. Not sure what you can bring to the table to make the most out of that relationship? Here, members of Forbes Coaches Council share 14 revealing questions that all leaders should ask their coach or mentor to uncover the most valuable insights.
Members explore the most revealing questions business leaders can ask their mentors or coaches.
Photos courtesy of the individual members.1. ‘What should I be asking myself and my team?’
Leaders should ask their coaches, “What are the questions that I should be asking myself and my team on a regular basis?” The reason this is a critical question is that it opens the door to you being equipped for building your curiosity quotient. All great discoveries and experiments start with asking a better question. Inquiry-based leadership is the pathway to building trust and creativity. - Natalie Nixon, Figure 8 Thinking, LLC
2. ‘What mistakes have you made that I can learn from?’
Learning from mistakes and challenges is some of the most powerful learning we do. Having been part of a team that built a mentoring program for a professional services firm, I know the best mentors aren’t afraid to share learning from past mistakes. - Lisa Coleman, Lisa Coleman Advisory Services, LLC
3. ‘What does it feel like to show up authentically?’
The one question that all leaders should ask their coach or mentor is: “What does it feel like to show up authentically in my professional and personal life?” This is an important question because it is a reflection of the best version of ourselves experiencing inner joy, inner peace and freedom. It gives us permission to put down the weight of the world and just be. - RaQuel Hopkins, RH Life Coaching
4. ‘What am I not conscious of?’
The vital difference between highly competent executives and great leaders is their level of self-awareness and willingness to honestly acknowledge their vulnerabilities and reflect on their least-developed facilities. It’s a bit counterintuitive, as you might think you need to show your strong hand. But you reveal your inner strength in being open to what you’ve missed. - Nadine Hack, beCause Global Consulting
Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
5. ‘What impact has mentoring had on your career journey?’
Then, add the follow-up question, “And how did you make it work for you?” The answers will help both mentee and mentor to clarify the purpose and benefits of the mentoring relationship. It will also help the mentee to gain insight into the mentor’s expectations. - Sam Adeyemi, Sam Adeyemi GLC Inc.
6. ‘What outcomes have you helped others achieve?’
We invest our time, money and energy in coaches and mentors because we want to progress. It’s important that we measure our success and return. Case studies, testimonials and previous results achieved will help you decide if you’re a good fit. A good coach or mentor will have a variety of successes that will resonate with you and motivate you to sign up! - Andrea Callanan, Andrea Callanan
7. ‘What is my blind spot?’
Every coach or mentor who is worth her salt knows what your blind spot is. Chances are she has tried to shine a light on it for you. But being proactive and owning the fact that there are areas of your own professional growth that you avoid consciously or unconsciously is the mark of a leader. Beginning a deep dive into your blind spot is a great way to ensure growth. - Alexandra Phillips, Alexandra Phillips Consulting LLC
8. ‘Why this and why now?’
Mentors and coaches help us to evolve into our best selves by shining light into areas that are dark to us. Leaders without mentors or coaches are often rudderless and lack the ability to see around corners. One question all leaders should ask is, “Why this and why now?” Asking this question tests a leader’s purpose as well as the actions one is about to take. Leaders as pacesetters must be aware. - Lillian Gregory, The HumEx Institute
9. ‘How can I be more effective in my communication?’
Inspired by Marshall Goldsmith’s “feedforward” (as opposed to “feedback”) approach, I find that asking this question is a great way for leaders to break out of the echo chamber and look at themselves objectively. Why communication, specifically? In times of uncertainty, authentic communication builds trust and engagement. - Yamini Virani, Celebrus Business Strategies
10. ‘What aspirations have you achieved on your journey?’
It is really important to ask mentors and coaches about their own journeys and the aspirations they have achieved. If you, for example, as a leader, are on the journey to take your business to seven figures, but your mentor or coach has never done this, then it is unlikely that he or she is going to be able to provide great insight and guidance along the way. - Rebecca Patterson, Rebecca Patterson
11. ‘What do you see as my strengths?’
Most of us are unaware of our strengths, as they come naturally and easily to us. We have no idea that other people may struggle in the areas we are good at. By asking a coach or a mentor to help us identify our strengths, we can build and leverage them. - Caterina Kostoula, The Leaderpath
12. ‘Where am I lacking self-awareness?’
Blind spots can be the Achilles’ heel of leaders. As you become more senior, team members are less likely to give true feedback. A coach can assist you in becoming more self-aware by shining a spotlight and helping you to recognize your strengths, areas of development and hidden biases in an objective way. This will increase your credibility and impact as a leader. - Rupinder Kaur, Asian Women MEAN Business
13. ‘Can you describe my leadership in one word?’
Ask your mentor or coach to describe your leadership in one word or phrase. I recommend this for two reasons. First, your mentor or coach should be in a position to tell you the truth. Second, much of your leadership is determined by your behavior and style and how others see you, not how you see yourself. If the feedback does not align with your values, then adjust your style until it does. - Julianne Cenac, Ph.D., The Leader Channel
14. ‘What’s one question or observation you’ve held back from sharing?’
Ask, “What’s one question or observation you’ve held back from sharing that might challenge me in bigger ways?” If you’re truly interested in transformational growth, then be willing to ask to be challenged and stretched. And if you’ve created the right type of trust, they’ll be willing to give you this type of feedback. It can be the thing that really propels you to the next level. - Glenn Taylor, Skybound Coaching & Training
