Leaders: Asking Questions Can Create a Big Impact
I’ve spent many years in leadership roles and now work as a coach. There’s one fundamental shift that leaders can make to drive significant returns. This skill requires intentional effort and doesn’t come naturally to most leaders.
This is the art of Asking Questions
Why this is important:
By asking questions, leaders can help others grow and build capabilities. Organizations value critical thinking, and through questions, leaders can develop this skill in their teams. When employees find their own solutions, their commitment significantly increases.
A 2022 study recorded brain activity in regions associated with problem-solving. They evaluated three approaches:
- Individual solitary reflection (i.e., “I solve the problem myself”)
- Direct advice (i.e., “someone tells me what to do”)
- Open-ended questioning (i.e., “someone helps me figure it out through questioning”)
The questioning approach led to the highest brain functioning in regions associated with creativity and insight. Participants also reported more “aha” moments, enhancing their problem-solving capacity and commitment to action.
Why it isn’t easy:
In organizations, managers are more prone to tell others what to do. This behavior makes sense; getting answers from authority figures is a learned behavior from an early age. From kindergarten onward, we learn that teachers, parents, and mentors provide answers. This “tell versus ask” approach continues in our schools and homes as we grow up.
In organizations, people are promoted to management because they solve problems and provide answers. Imparting knowledge reinforces a leader’s value and worth. Hence, telling employees what to do becomes expected and part of the normative role for leaders and managers.
Ask vs. Tell:
While it’s a leader’s role to set direction, provide guidance, and support employees, consider the impact of focusing on building critical thinking in team members. Promoting creativity and ownership boosts confidence and empowers employees.
So, how can leaders start incorporating more questioning in their conversations?
Leaders can begin by using questions to help employees think through their problems. Here are some examples of turning a “telling” response into an “asking” response:
Question to leader: How should I do this?
- Tell Response: Here are some ways to accomplish this task.
- Ask Response: How could you accomplish that? What may be some important things to focus on? What have you tried?
Question to leader: What should I do next?
- Tell Response: Here are some things I would like you to do.
- Ask Response: What ideas do you have for next steps? What actions would help you the most? What do you believe is the most important thing to do next?
Question to leader: How can I grow my career here?
- Tell Response: Here are some actions you can take and some people you can talk with.
- Ask Response: What areas would you like to explore? What brings you energy? Who could you follow up with for additional information?
Leaders who ask good questions create an environment where critical thinking becomes the norm. Employees start thinking through solutions before bringing them to leadership. Consequently, the quality and speed of addressing issues improve. Leaders can make a significant impact in many ways, one of which is by asking great questions.
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