The Power of the ‘AWE Question’: Transforming School Culture Through Coaching

In the ever-evolving landscape of education, one truth remains timeless: the potential for transformation lies within each individual. Mahatma Gandhi once said, “Real education consists of drawing the best out of yourself.” This profound insight reminds us that education is not merely about imparting knowledge, but about empowering and unlocking potential in our pupils and us as educators. In schools, this philosophy comes alive through a coaching culture—one that thrives on curiosity, reflection, and the power of asking the right questions.

One deceptively simple yet profoundly powerful question can make all the difference: “And what else?” Known as the AWE question, coined by Michael Bungay Stanier in The Coaching Habit, is a great example of this. It invites deeper thinking, broader perspectives, and richer insights. When embedded into the fabric of school conversations—from leadership meetings to pupil reviews—it becomes a catalyst for meaningful change.

Coaching as a Culture, Not a Strategy

Coaching isn’t just a tool for performance—it’s a mindset. It’s about drawing out rather than putting in. It helps educators and leaders discover their own solutions, strengths, and next steps. This aligns beautifully with Gandhi’s vision of education: drawing the best out of ourselves. And how do we do that? By asking better questions.

The Magic of “And What Else?”

The AWE question does three powerful things:

• It signals curiosity: not rushing to judgment or advice but rather inviting more.

• It deepens thinking: often, the first answer is just the surface. “And what else?” encourages people to dig deeper.

• It expands possibilities: It opens the door to new ideas, perspectives, and solutions.

In schools, where time is precious and conversations are often rushed, the AWE question slows us down just enough to uncover what really matters.

Elevating Pupil Feedback

High-quality feedback is most powerful when it fosters reflection and ownership. When talking with pupils about their work, we can start with: “What did you do that was really effective?” Then ask: “And what else?” This helps pupils think hard to recognise exactly what skills and knowledge they have used to be successful.

Next: “What do you think you could do to improve your work?” They might mention spelling or presentation. Then ask again: “And what else?” Each repetition deepens insight, building metacognition and confidence. Pupils begin to see themselves not just as learners, but as thinkers.

Transforming Appraisal Conversations Through Coaching

Appraisal meetings have the potential to be far more than performance reviews—they can become powerful coaching conversations with just a subtle shift in tone and approach, creating space for reflection, ownership, and growth.

Begin with open, reflective prompts: “What has been successful this year?” Follow with: “What had the greatest impact on pupil outcomes?” Then, “And what else?”

The AWE question nudges the appriasee to dig deeper, uncovering insights they may not have considered initially.

As the conversation unfolds, challenge them to pinpoint exactly what made those successes possible. Ask: “How can you build on this?” “What might you try next?” “And what else?”

This approach fosters a sense of agency and empowerment. People begin to take ownership of their impact, recognising not just what they’ve achieved, but how they can continue to grow. The tone shifts from judgment to possibility—from ticking boxes to unlocking potential.

Deepening Achievement Reviews

The AWE question can we used to drill into the data in more detail. Ask: “What are the barriers for this group of pupils?/This pupil?” Then: “What would make the difference?” And: “And what else?”

Empowering Leadership and Staff Development

Leadership isn’t about having all the answers—it’s about asking the right ones. In team meetings, one-to-ones, or when planning, the AWE question models a culture of inquiry. It shows that reflection is valued and growth is shared.

In CPD sessions, instead of “What did you learn?” ask: “What stood out to you?” “What will you do more/less of as a result? What will you do that is new?” “And what else?” This deepens engagement and personal connection to learning.

Setting Goals and Priorities as a Leadership Team

The AWE question is especially powerful in strategic planning. When leadership teams set goals, it can push thinking beyond surface-level targets.

Start with: “Let’s imagine a term or year into the future—what do we want to be different or better?” Then: “And what else?”

Next: “How will we know when we’ve achieved this? What will we see, hear, feel? What will people do and say?” And again: “And what else?”

Then explore barriers: “What’s stopping us from achieving this?” “And what else?” “What would happen if those barriers were no longer there?” “How could we remove or lessen their impact?” “And what else?” “And what else?”

This process pushes teams out of their comfort zone. It encourages deeper exploration of possibilities and solutions they might not otherwise consider. It transforms planning from reactive to visionary.

Building a Culture of Continuous Growth

Ultimately, the AWE question is more than a coaching tool—it’s a mindset. It transforms conversations, relationships, and school culture.

This culture doesn’t require expensive programs. It starts with a question. A simple, powerful question: “And what else?”