20 Coaching Questions for Goal Realization

Posted On: January 6, 2022

Let’s talk about how you can coach yourself in setting and achieving a HARD goal. In the video and detail below, I want to share more than 20 coaching questions you can use for goal realization. Though I am basing the discussion off of the book Hundred Percenters by Mark Murphy, I will be highlighting the goal manifestation process using coaching questions from a Solution Focused methodology.


While Mark Murphy suggests the acronym HARD, he suggests coaching yourself through HARD not in the order H – A – R – D, but through A – H – R – D.


Throughout the text below find the 20 coaching questions for goal realization in bold red font.


So animated when we started with animated and not heartfelt? Well, in a lot of the online YouTube goal-setting world videos, which people are gonna wonder why I’m talking about that when we’re talking about corporate goal-setting. But we’re gonna align this discussion a little bit with law of attraction. So in those scenarios in the Law of Attraction scenarios, is often mentioned that the more you can see, hear, feel, taste and touch your end goal, the more likely you are to achieve that goal. And I can say in my own life without even ever having known about law of attraction, this is like 20, 30, even 40 years ago, when I was a kid, or in college, whenever I had thought of achieving something, and I put all of my six senses into it… yeah, I was more likely to achieve that. Because I felt it and I lived it before I was actually really experiencing it in this real world, because I was more motivated toward that end result.

So animated again, you want to be able to figure out everything..

How would your life look like in that situation?

Now if we are going to take a corporate goal, like how I would actually use this when working with a team, like if I’m doing team coaching. For example, they might say, Okay, well, we want to have a better flow of communication in our team. Now they’re going to identify what that is, actually. But I would ask questions around that, like..

How will each team member be a part of this new communication strategy?
What will they be doing on a daily basis when they achieve that goal that’s different than what they are doing now?
How will that impact the others on the team?
How will the person that’s changing their own behavior notice the difference?
How will others notice the difference?
How will the team dynamics change?
How will the dynamics change in the whole ecosystem along with the stakeholders, the other managers, the clients or other business partners?
And how will this impact your business overall?

So the more they can visualize these things, and feel it, I mean, you might not taste it, touch it, but you, you can somewhat feel it, at least in your heart, if you can’t actually tangibly pick it up and feel it, the more likely I’ve also noticed with clients I’ve worked with, the more likely they are to get to the end, amazing end result, which is so incredible, because why the animation naturally starts making you feel like an emotional attachment to it, because you’ve created all these pictures in your mind.


So once you animate it, you start feeling for it, you get that heartfelt feeling the H you get the heartfelt feeling. So here he’s saying, he’s suggesting, “you describe three reasons why you want the goal.” Here, I would say attach three feelings to it. What do you actually feel about it? Like how does it make you feel? And hopefully, some of those feelings are motivational to you to help you achieve that end result as well.


And then D difficult.

So his question here is, “What are the three to five most important skills you’ll need to achieve this goal? How will you develop those skills?”

When we look at “difficult,” this is where you’re going to go outside your comfort zone.

How will you be able to access the learning to be able to learn these new skills?
How will you keep yourself accountable?
Who else will keep you accountable?
How will that process look like?
How will others know you’re progressing how others on?
How can the team members encourage and support each other in these skill-building activities?
How can the team members help to fine-tune each other skills as they’re going through the process?
How can they coach each other through this process, and support each other?

Each person is going to experience that differently. Each person’s going to find different things easier to apply, and other than others who might find that same simple thing to be a little bit more complicated to implement.

So how will the team actually support each other in that endeavor?
How will the management support each other?
How will the company company’s culture support that endeavor to make that coaching and that learning stick for the long term?


His question, “Here’s what you need to have accomplished by the end of the next six months to keep on track toward achieving this goal?” This may be akin to the realistic part from the SMART goal. Milestones, right?

You have to set a milestone every few weeks or a few months. And not only what will you need to have accomplished by that time. But how will that whole process look?
What will be needed to achieve something by a certain time?
Will you need to take a training program?
Will you need to sit with your team members on a regular basis to do a debrief? Or retrospective of things that have been going well, things that have not been going well, things we should keep doing things we should stop doing?
How will what will that whole process look like of actually fine-tuning and maintaining the learning through the long term?

This is all stuff that I also coach people through as well. But you can definitely use this strategy on your own within your own team. And it’s, it’s an amazing process to see. See the evolution of change and the amazing things that can happen if you go through this process and use some of those coaching questions that I’ve mentioned throughout this video.

I hope this has been helpful to you. Thank you so much for listening, and happy goal setting and goal achievement.


Author and commentator, Jennifer Kumar is an ICF, Solution Focused trained coach. Contact her to learn more about how she supports teams like yours to success, or take a look at some of the program offerings below.

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Transcribed by

It’s easy to coach yourself to goal realization using the 20 plus coaching questions for goal realization found in this discussion.

#goalsetting #teamcoaching #corporatecoaching #coachingquestions #solutionfocused #sfmethodology


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