A skill that is essential to good training, and that is emphasised on our Train the Trainer course, is the ability to ask the right kinds of questions in order to best challenge and get the most from delegates.

Since Socrates' time, questioning has been taken to be an effective method for all sorts of teaching as it gives the student the opportunity to ruminate and run over information in their mind as they answer.

Questioning is also a very effective way to deal with difficult delegates, when used as part of a broader strategy.

We thought it would be a good idea to explain some of the different varieties of questions that can be used in training with some examples of how they can be used:

Leading Questions

Leading questions are particularly important in training. The idea is to ask a question that has the under-surface intention of bringing someone around to your point of view.

These can be particular useful in a disagreement with a delegate when you know you're right (although have the potential to backfire if you're wrong!). Used well and they can be a powerful tool, but used badly and it can make you seem manipulative; so use with care.

Some examples of leading questions would be:

• Personal appeal: "That sounds like a good idea, doesn't it?"
• Framing the question: "Shall we get started then?" rather than "Would you like to start now or later?"
• A choice between two similar options: "Would you rather work in pairs or in groups?"

Probing Questions

Probing questions are a great way to delve deeper into the issues a delegate may be having, either at work or even with the course itself.

By using a technique like the 5 whys, you'll be able to fully comprehend the matter at hand but you also need to be careful not to sound childish! Also, using the word 'exactly' in the question can help pinpoint the issue.

Some good probing questions are:

• Use of exactly: "What exactly don't you understand about ...?"
• Whys: "Why do you not like...?" "Why don't you like that about him?" etc
• The psychiatrist special: "How does that make you feel?"

Funnel Questions

Similar to probing questions, funnel questions aim to narrow down the specifics whilst picking up detail on the way. They can be a great way of engaging with a delegate on a more personal level.

By picking a part of their answer and structuring your next question around that, you are taken to be listening actively and attentively and genuinely interested.

An example of funnel questions in action:

"What industry do you work in?"

"Pharmaceuticals"

"And how long have you worked in pharmaceuticals?"

"Ten years"

"And in those ten years have you ever encountered a client as stubborn as...?"

"Well there was this one guy who was..."

"And how did you deal with that guy?"

Rhetorical Questions

Rhetorical questions are perhaps the most difficult to get right because the intention is to not get a response!

When used well, they allow you to communicate your point of view without sounding like you're just 'spouting' off.

To best use rhetorical questions, it's easier not to address an individual but the group as a whole.

For example:

• Already decided: "So let's move on shall we?"
• Something obvious: "Isn't this just the nicest day?"
• Your opinion: "Don't you just love it?"

Open and Closed Questions

With all of these types of questions, it's important to know the distinction between one that's open and one that's closed.

A closed question will usually lead to a yes or no or one-word answer whilst an open question is intended to give the person answering more free reign.

So a closed question would be: "Did you like the course?" - they may elaborate a little bit but most people will say something like "yeah it was great".

An open version of  that question would be: "What did you like about the course?" - this means they have to offer up some kind of response to a specific aspect of the course, which is much more useful in terms of feedback.

So there you have it; the various types of questions to be used in training sessions - but these questions alone are not enough. It takes a whole lot more to be a great trainer.

If you're still struggling to engage with delegates, it may be less to do with what you're asking and more to do with how you're asking it.

If that's the case it's worth coming on our Assertiveness Training which will leave you brimming with the confidence required to really hit home with your delegates.