{"id":50439,"date":"2021-09-25T23:19:00","date_gmt":"2021-09-26T03:19:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=50439"},"modified":"2021-10-05T09:57:53","modified_gmt":"2021-10-05T13:57:53","slug":"focus-question","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/focus-question\/","title":{"rendered":"The Focus Question: How to Identify the Real Problem"},"content":{"rendered":"\n

What is the focus question that all coaches, managers, and leaders should ask? How can they help their team get to the heart of the issue?<\/p>\n\n\n\n

When you’re coaching, you want to start by asking fairly open-ended questions to get the conversation flowing. However, there comes a time when you need to hone in and identify the heart of the matter. That’s when it’s time to ask the focus question.<\/p>\n\n\n\n

Continue reading to learn the focus question that all coaches should ask.<\/p>\n\n\n\n\n\n\n\n

The Focus Question: \u201cWhat\u2019s the Central Challenge for You?\u201d<\/h2>\n\n\n\n

As a manager, you\u2019re trained to be the chief troubleshooter in a fast-paced environment. When someone comes to you with a problem, you might come charging in to put out a fire without stopping to figure out what caused it. This then leads to three problems: <\/p>\n\n\n\n

  1. You might have to deal with the same fire over and over again, or have other flames crop up from the same source.<\/li>
  2. You prevent your direct reports from learning how to deal with the fire themselves. <\/li>
  3. You\u2019re so busy putting out fires, you\u2019re not able to take care of your other responsibilities. This creates a bottleneck and causes work to come to a halt.<\/li><\/ol>\n\n\n\n

    The focus question\u2014\u201cWhat\u2019s the central challenge for you?\u201d\u2014<\/strong>allows you to weed through several issues to find and solve the real<\/em> issue at hand. <\/strong><\/p>\n\n\n\n

    Why This Question Is a Good Coaching Habit<\/h3>\n\n\n\n

    When a direct report comes to you with an issue or several issues, stopping to ask a question forces you to slow down and get to the heart of the matter. The phrasing of this question is important to getting useful information: Asking, \u201cWhat\u2019s the challenge?\u201d invites vague, abstract answers that may not address the source <\/em>of the problem. Asking, \u201cWhat\u2019s the real challenge here?\u201d widens the scope too much\u2014the team member ends up overthinking, trying to see the issue from all sides to determine the real<\/em> challenge. <\/p>\n\n\n\n

    One study shows that when you add \u201cyou\u201d to a complicated question, problem-solving happens more quickly and accurately. Therefore, you should phrase the focus question as, \u201cWhat\u2019s the central challenge for you<\/em>?\u201d <\/strong>This not only conveys that you want to know precisely<\/em> what the team member is grappling with personally<\/em>, but it also helps the person add shape or terminology to their struggles. <\/p>\n\n\n\n

    How to Make It a Habit<\/h3>\n\n\n\n

    Since you\u2019re used to the bad habit of fixing things yourself, stopping to ask questions might feel like inaction. However, any insight you uncover by asking the focus question will be much more valuable than the wrong solution to the wrong problem. <\/p>\n\n\n\n

    You don\u2019t have to stop giving advice<\/a> altogether\u2014in fact, it\u2019s bound to get annoying if you answer every question with another question. You just have to learn to differentiate between a problem that needs your immediate attention and problem-solving prowess and one that is a golden coaching opportunity.<\/strong> <\/p>\n\n\n\n

    Three common situations are great coaching opportunities, but often trigger \u201cfixing mode\u201d if you\u2019re not careful: <\/p>\n\n\n\n

    Trigger 1: The Team Member\u2019s Dealing With Many Issues <\/h4>\n\n\n\n

    Some people don\u2019t hold back when you ask them \u201cWhat\u2019s on your mind?\u201d <\/p>\n\n\n\n

    • For example, the supplier is late giving estimates, the internet connection has been slow, the art director is waiting for creativity to strike, her landlord has been giving her grief, and so on. <\/li><\/ul>\n\n\n\n

      Your brain, oriented towards problem-solving, will go into overdrive, trying to figure out which issue to tackle first. Stop yourself from going into fix-it mode\u2014take a deep breath, and ask, \u201cIf you had to choose only one of these issues, which would you say is the central challenge for you?\u201d<\/p>\n\n\n\n

      Trigger 2: The Conversation Turns to Gossip<\/h4>\n\n\n\n

      When the other person complains about another team member, customer, or client, the issue goes into the realm of something neither of you can control. <\/p>\n\n\n\n

      Stop yourself from getting into the gossip. You can only coach the person in front of you, so switch the focus from the person you\u2019re talking about<\/em> toward the person you\u2019re talking to. <\/em><\/p>\n\n\n\n

      • For example, you can ask the focus question as, \u201cI think I understand what\u2019s going on with Barbara. What\u2019s the central challenge for you<\/em> in this situation?\u201d <\/li><\/ul>\n\n\n\n

        Trigger 3: The Issues Are Too Vague <\/h4>\n\n\n\n

        Sometimes, it seems like the other person might not know the exact problem himself, so he talks about abstract big-picture stuff, drifting to other things that seem vaguely related to the issue at hand\u2014such as a recent article he read, societal issues, or what social media has been saying.<\/p>\n\n\n\n

        Stop yourself from latching onto a random issue to discuss. If you\u2019re left feeling unsure of the most productive direction to take the conversation, say, \u201cI can see that this issue comes with a lot of great challenges. What\u2019s the central challenge for you?\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

        What is the focus question that all coaches, managers, and leaders should ask? How can they help their team get to the heart of the issue? When you’re coaching, you want to start by asking fairly open-ended questions to get the conversation flowing. However, there comes a time when you need to hone in and identify the heart of the matter. That’s when it’s time to ask the focus question. Continue reading to learn the focus question that all coaches should ask.<\/p>\n","protected":false},"author":9,"featured_media":50444,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14,43],"tags":[507],"class_list":["post-50439","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","category-self-improvement","tag-the-coaching-habit","","tg-column-two"],"yoast_head":"\nThe Focus Question: How to Identify the Real Problem - Shortform Books<\/title>\n<meta name=\"description\" content=\"When you're coaching, the focus question allows you to weed through many issues to find and solve the real issue at hand. 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