As we wrap up our journey through Michael Bungay Stanier’s The Coaching Habit, today’s focus is on the seventh and final question: the Learning Question. This question-“What was most useful for you?”-is deceptively simple but incredibly powerful for both coaches and coachees.
What Is the Learning Question?
The Learning Question, “What was most useful for you?”, is designed to conclude a coaching conversation by prompting reflection and consolidation of learning. It’s not just a polite way to end a session; it’s a strategic tool that helps the other person identify and articulate the key takeaway from your discussion.
Why Use the Learning Question?
The Learning Question serves several important purposes, both for the person being coached and for you as the coach:
Reinforces Takeaways: By asking what was most useful, you help the coachee solidify their learning. This reflection cements insights and increases the likelihood they’ll remember and act on them.
Provides Feedback: Their answer gives you valuable feedback on what resonated and what was effective in your approach.
Promotes Reflection: It encourages the coachee to review and synthesize the discussion, deepening their understanding.
Boosts Retention: Neuroscience research shows that people remember more when they reflect on and vocalize what they’ve learned.
Builds Autonomy: This process helps the coachee develop confidence and independence, equipping them to tackle future challenges.
Guides Future Sessions: Their reflections can shape your next conversation, making your coaching more relevant and impactful.
As Stanier highlights, one of the greatest frustrations in learning and development is how little people retain. The Learning Question directly addresses this by ensuring that what’s discussed is remembered and can be used for future problem-solving.
A Personal Anecdote: The Learning Question in Action
Let me share a story from my own coaching experience that illustrates the impact of the Learning Question.
A few weeks ago, I was coaching a direct report-let’s call her Nina (not her real name). We worked through all six foundational questions from The Coaching Habit, tackling a real challenge she was facing at work. We developed an action plan, but ran out of time before I could ask the Learning Question.
We agreed to check in a few days later. When we reconnected, Nina had set new boundaries and changed her working relationship with a colleague, regaining control over her time. When I finally asked, “What did you learn from this process?” she realized the power of saying no and how it supported her bigger goals. She told me, “I’ve learned the power of no and why that’s important-because saying no is ultimately supporting me in what I’m saying yes to.”
This moment was powerful for both of us. It affirmed her learning, gave her confidence, and provided me with feedback on the impact of our session. It was one of those moments that made me feel like I was truly making a difference as a manager and coach, and it encouraged me to keep experimenting and growing with the coaching habit.
If you want a checklist for your next 1:1, message me on LinkedIn! (see below)
How to Use the Learning Question
Here’s how you can put the Learning Question into practice:
Ask It at the End: Reserve the last few minutes of your coaching session for this question. If you run out of time, schedule a follow-up to revisit it.
Allow Time for Reflection: Give the coachee space to think and respond. Don’t rush-this reflection is where the magic happens.
Listen Actively: Pay close attention to their answer. It’s as valuable for you as it is for them.
Share Your Perspective: After they’ve shared, you can also mention what you found most useful about the exchange. This can deepen the learning for both of you.
Use Your Own Language: If “What was most useful for you?” feels formal, try alternatives like:
“What’s your key takeaway from our discussion today?”
“What insight from this conversation do you find most valuable?”
“Was there one part of our discussion that you’re going to apply first?”
As someone who’s facilitated many meetings and workshops, I’ve learned that ending with a strong reflection-like the Learning Question-ensures that key insights aren’t left behind, but carried forward into real-world action.
What’s Next? New Series: The Six Types of Working Genius
Thank you for joining me throughout this series on The Coaching Habit. I hope you found the Learning Question-and all seven questions-useful in your own leadership and coaching practice.
Coming up next, we’re pivoting to a new framework: Patrick Lencioni’s The Six Types of Working Genius. I recently read this book and was hooked by its fresh perspective on team dynamics and productivity. I’m planning a team retreat centered around this model, and I can’t wait to share insights, practical tips, and stories with you over the next few episodes.
Whether you’ve read Lencioni’s book or are just curious about how to create more joy and cohesion at work, these next episodes will be for you. After that, we’ll dive into topics like AI and Co-Intelligence, and later in the summer, we’ll explore the Enneagram-plus, you’ll get a chance to vote on what book or topic we tackle next!
So, as we close this chapter, I’d love to hear from you: What was most useful for you in this series? Drop a comment, send a DM, or reach out however you like. Your feedback helps me-and our whole community-keep learning and growing.
Keep saying less, asking more, and changing the way you lead forever.
Stay tuned for The Six Types of Working Genius-coming soon!
Whenever you're ready, I can help you with:
Workshop design and facilitation
Facilitation and workshop training
Intention setting, planning, and incremental progress for success
Share this post