Comparing problem-focused, solution-focused and combined problem-focused/solution-focused coaching approach: solution-focused coaching questions mitigate the negative impact of dysfunctional attitudes

ABSTRACT

Little is known about impact of different types of questions used in coaching. This study compares the relative impact of 1) SF with 2) PF coaching questions and with 3) a combined problem-focused and solution-focused (PF + SF) coaching questions condition. Despite much discussion about the impact of mental health issues in coaching, there has been little research on how coachees’ dysfunctional attitudes effect coaching outcomes. 80 participants were randomly assigned to PF, SF or PF + SF coaching conditions. It should be noted that a whole coaching session was not conducted – in an experimental self-coaching exercise participants responded to different types of coaching question: SF questions were more effective than PF questions on all measures. SF questions were also more effective at increasing self-efficacy and decreasing negative affect compared to a combined PF + SF approach. Dysfunctional attitudes were found to have a detrimental impact on negative affect following both PF and PF/SF questions but not SF. Further analysis revealed that PF questions were significantly less effective on decreasing negative affect for participants ‘high’ in dysfunctional attitudes, but not for those ‘low’ in dysfunctional attitudes. For those ‘low’ in dysfunctional attitudes all three coaching styles were equally effective in reducing negative affect. No other significant relationships were observed between dysfunctional attitudes on goal attainment measures. This research suggests that SF approaches are more effective than PF or combined PF + SF. Recommendations for future research and potential implications for coaching practice are discussed.

KEYWORDS:

• Coaching
• solution-focused
• problem-focused
• dysfunctional attitudes
• evidence-based coaching
• coaching questions

Notes on contributors

Anthony Grant is globally recognised as a key pioneer of Coaching Psychology and evidence-based approaches to coaching. In January 2000 Anthony established the world’s first Coaching Psychology Unit at Sydney University where he is the Director of the Coaching Psychology Unit. He has over 100 coaching-related publications. He is a Visiting Professor at Oxford Brookes University; a Senior Fellow at the Melbourne School of Business; and an Associate Fellow at the Säid School of Business, Oxford University. In 2007 Anthony was awarded the British Psychological Society Award for outstanding professional and scientific contribution to Coaching Psychology. In 2009 he was awarded the ‘Vision of Excellence Award’ from the Institute of Coaching at Harvard for his pioneering work in helping develop a scientific foundation to coaching. He was a 2014 Scientist in Residence for the ABC – the Australian national broadcaster and in 2016 was awarded the Australian Psychological Society ‘Workplace Excellence Award for Coaching and Leadership’. In 2017 he was awarded the Henley Business School Award for his contribution to coaching. He enjoys playing loud (but unfortunately not particularly Claptonesque) blues guitar.

Benjamin Gerrard (BSc hons) graduated from the University of Sydney with a Bachelor of Science (Honours) In Psychology in 2016. He currently works as an ABA therapist for the Lizard Centre in Sydney. He is also a professional theatre and television actor having graduated from the National Institute of Dramatic Arts in 2006. He has been nominated for both an AFI award and Sydney Theatre Award. He is currently enrolled in an MPhil programme leading to doctoral studies.

Disclosure statement

No potential conflict of interest was reported by the authors.