Are You Asking the Right Questions?

My father passed away last year at 94 years-young. He was always fond of telling me, “Remember, people like you better when they’re the ones doing the talking.” Great leaders know this, and have a well-defined ability to lead by asking, rather than telling. They know that if you ask enough of the right people the right questions, you will ultimately arrive at a great answer.

Leaders who thoughtfully and consistently use questioning skills experience several benefits.

Increased Innovation

Asking questions encourages people to think in more logical, analytical, and innovative ways to challenge basic or long-standing assumptions. Questions that provoke this kind of thinking might include:

• “Can it be done any other way?”
• “How do you think our competitors are handling this challenge?”
• “Things are changing fast in our industry. What do we need to do differently now to stay competitive?”

Improved Confidence and Competence

Asking questions tells people on your team that you believe they have answers, and their input is important. This encourages strategic thinking and empowerment which, in turn, improves both short-term and long-term outcomes. Over time, people learn from their successes, and experience even greater self-confidence and improved competence.

Questions might include:

• “What do you think are some potential consequences if we choose that solution?”
• “What do you believe will happen if we continue on our current path?”
• “From your perspective, what’s the worst thing that can happen if we choose to do nothing?”

Engagement or Buy-In

People like being asked for their ideas, and when their ideas become part of the solution they have increased “buy-in.” It is much harder to disapprove of an outcome when you were a part of the decision making process. Over time, increased commitment and buy-in leads to even higher levels of engagement. Questions might include:

• “Given your background, what would you recommend we do?”
• “Do you think we have the expertise and resources to accomplish this ambitious goal?”
• “Is this something that you could handle for us? What would be your approach?”

Greater Loyalty

Leaders who use questions to encourage team members’ involvement and input build better working relationships. People who work with these leaders feel both heard and valued, and know that their thoughts and opinions count. When team members feel valued, they exhibit greater loyalty and are less likely to seek other employment opportunities. Sample questions might include:

• “What are you working on? Do you need any help from me?”
• “Which solution do you think will work best for us in this situation?”
• “If you were in my shoes, how would you handle this?”

There are a variety of descriptors used for the types of questions leaders ask effectively.

Open-Ended Questions

These questions are posed to solicit the widest range of thoughts, ideas, opinions, and possible solutions. They encourage input and are great for brainstorming causes of problems and solutions to challenges. They typically begin with “Who, What, When, Where, How and If?” Examples might include:

• “What would be the benefits of taking this approach?”
• If we did proceed, how do you think our actions will impact other teams within our company?”

Closed-Ended Questions

These questions are used to guide or control the conversation, or clarify a position. Typically, they can be answered with a “yes” or a “no.” Examples might include:

• “Is that your final recommendation?”
• “Is the budget finalized?”

Ineffective Questions
You’ve no doubt heard the expression, “There are no bad questions.” We disagree. Asking questions the wrong way can backfire, resulting in hurt feelings, emotional reactions and defensive team members. Examples of questions NOT to ask include:

• “What were you thinking when you made that decision?”
• “Why did this happen? I thought you knew better than that.”
• “Do you think it might have been a good idea to consult with me before taking action?”
• “What’s the problem? Why can’t you keep up with the schedule?”

If you’re asking questions like this, it will be tough to find innovative, confident, and empowered team members that will remain loyal to you.

Great leaders lead by asking the right questions, the right way. They question in a way that communicates genuine interest in and respect towards team members. Their questions demonstrate confidence in their employees, and inspire team members to take innovative and successful action. These leaders clearly acknowledge that their leadership success is only as good as the people who report to them.

As Levi Strauss once said, “An expert knows all the answers – if you ask the right questions.”