How can you use questions to develop creativity in participants?

I've set myself the challenge between now and Christmas to really focus in on the quality of the questions I ask clients in 1-to-1 coaching and group facilitation. I had a very interesting conversation with my coaching supervisor last week and he helped me develop in my thinking around this. Rather than focussing on constructing 'that killer question', our conversation encouraged me to be more focused on staying fully present with the client. As great as killer questions can be, all the time I am consciously or subconsciously focused in the background on constructing the question, my attention towards the client was diluted. This subtle shift in my focus is proving to be incredibly helpful and I'm seeing the benefits.

Here is one question I use when someone is stuck: If I wanted to create the problem I am trying to solve, or make it worse, what would I do? This will usually spark new ideas. Also, I can invite my clients to take new identities and look at the problem: “How would Elon Musk or Gandhi solve this problem?” Then I would remove or impose limitations. How would you solve it with unlimited money? How would you solve it with no money? How would you solve it with unlimited time. How would you solve it in one day?

Too often I see people leading group sessions miss opportunities to provide the chance for everyone to reflect and answer their great questions. I found shifting to facilitation techniques, even in keynotes and presentations can provide much more quality. An example being "Think about a time when...". When asked of a group what do you want as a response? People raise their hands to tell you, which definitely self-selects certain people. Pick someone randomly, which could raise the stress levels and ensure noone ever raises their hands again. Questioning is so important, but don't waste it by not planning how to allow everyone a comfortable space to answer.

One way I try to spark creativity is by using 'What if' questions to trigger new ways of looking at a problem. Eg. What if your solution is so simple that even a kid can use it?

I believe that questions that encourage a client to identify and challenge their untrue assumptions are a core component to creatively unblocking thinking. To rewrite the internal narratives that are no longer serving us in a positive way is to get creative, energised and ready for transformation. As a creative thinker and practitioner I have amassed significant evidence that-contrary to some people’s beliefs-everyone is creative. Sometimes their creativity reveals itself through physical and vocal playfulness. Often their creativity emerges in response to a powerful coaching question. youngcreativespaces.com

To boost creativity, try using metaphoric thinking and letting minds wander. Use the "This/That" technique by asking participants to compare an object or place to the core concept of your session. Encourage them to connect the dots and bring the discussion back to the topic at hand.

Indeed, the effective use of different question types is a nuanced art in fostering creativity among participants. While open-ended questions encourage divergent thinking, closed-ended questions can have their place for gathering specific information. The key lies in understanding when and how to employ each question type, adapting to the specific goals and dynamics of the creative process. Probing questions, as mentioned, are invaluable for challenging critical thinking and expression, but they, too, require thoughtful application. A balanced approach to questioning is essential to nurturing creativity while maintaining clarity and focus where needed.

In my approach, coaching with collage, I've found that Clean language offers clients the best opportunity to be explorative, curious and creative. Questions such as 'anything else about' and 'what kind of.' It also limits the chances of us projecting our thoughts, values and ideas with the questions asked. Furthermore, it means we remain mindful and present with the client, fully engaged and listening to their story and experiences, rather than concerned about 'What do I ask next?'. When we create a safe space and hold the silence for the clients own thinking, exploration, discovery and meaning-making, it allows them to find their own answers and creative solutions while also learning to trust themselves in that process.

In a recent workplace prototyping project, we used the Manix 3 by 3 strategy to generate three top alternatives. Our main challenge was crafting effective questions, which sparked immense creativity. This led to three outstanding product alternatives. Asking the right questions ignited deep discussions, keeping our motivation high. Open-ended questions like "How might we...?" open doors to innovation and growth. Mastering the art of questioning unlocks limitless creative potential in teams, paving the way for transformation and growth.

Any question asked would request more information. Having curiosity is part of the facilitation process. If the facilitator adopts a position of "I have the answers" the process is hindered. You need to understand the group's thinking to help.

2 thoughts on the timing of questions: 1. More often than not, we offer questions too early rather than too late - what could you do to pause that little bit longer? 2. Optimal question timing needs to be primarily driven by the needs of the other person. As the person asking the question, we may feel everything has been said that needs to be said, and so offer a follow-up question (especially if we falsely interpret silence as non-thinking). But maybe there is more thinking to do and if we stay with the first question that little bit longer, a spark of genius is ignited.

Another tip with regard to timing is to be careful with stacking questions. Too frequently, we ask multiple questions in quick succession as opposed to pausing and allowing our learners to process and respond. This enables the learner to participate in the question fully and having time with the question.

Each question will be to further the group's stated goals. Most questions will be evident once the meeting is started. You sense when a question is needed to clarify, educate, or challenge.

Having benefited from and been trained in Nancy Kline's Time to Think approach, the more convinced I have become of the need to allow space for silence to do its work. Silence does not mean non-thinking. Indeed, it is in the silence that many people do their very best thinking. A famous orchestral conductor once remarked that 'what makes music is not to be found in the notes' - i.e. the pauses between the notes are what helps each note be differentiated and truly 'sing'

I've really valued getting feedback on my coaching questions from 3 trusted people ... each has been helping me think about how to make a good question a better question. So often this has been about shortening the question and making it as clean a possible and 'not trying too hard'.

The paragraph says "When giving feedback, use praise and appreciation instead of criticism or rejection." I believe everyone has a different treshold into what is already criticism and rejection. In fact, receiving criticism and rejection from someone is often not what IS, rather that person′s point of view. Explore more of whats behind, be grateful for those as well, because they help you grow and remember the lesson.

Questions help direct the conversation.The answers you get might lead to more questions or invariably give you what you the solution you are looking for.

Questions are your tools to unlock full potential. It shall be open, with multiple right answers, a ceiling, a scaffolding for make easier to participants to cross the threshold and a good reason for doing such an effort!

When I started out as a coach earlier in my career, the biggest revelation for me was not to go solve the problem or to provide the answers. It was all about asking the right questions that helped my clients generate insights and form their own conclusions. This was a hard switch to make but an incredibly important one on my journey to being a leader. There is no perfect question or format; the key is to ask open-ended questions in a safe space that encourage the participants to brainstorm and be creative. Here are some examples: ? Without constraints, how would you tackle this? ? What rules or assumptions can we challenge here? ? How would you describe this problem to a child, and how might they solve it?

While I responded to one of the questions above (there weren't enough characters here to express all I wanted to share) personally, I don't see the value in separating questioning techniques into different areas. For me, the type of question, listening, timing, delivery and feedback work together to create an holistic experience for the client without the coach overthinking. The critical factor is that the client feels safe and confident to have their voice heard and that they have every opportunity to find their own answers without direction from the coach. N.B there are many other, more creative ways, to stimulate creativity in coaches that allow them to begin finding answers before you even get to questions.

What if the fish could speak? What would they tell you? Would you consider be their leader? Would have any ethical dilemmas? How is this different with humans? Describe your life under the sea.

When using questions to develop creativity, it's important to create a safe and open environment where participants feel free to express their thoughts and ideas without fear of judgment. Encourage active listening and open discussion to explore the responses to these questions, and be open to unconventional or unexpected answers that can lead to innovative solutions.