One of the best things a leader can do is ask questions. I love to say to teams I lead, “I only know what I know.” The leader can often be the last to know where there is a problem or what others are thinking, so asking questions is critical to good leadership.
I love this quote from Jack Welch: “When you’re a contributor you try to have all the answers. When you’re a leader, your job is to have all the questions.”
Great leaders ask great questions. The better your questions the better your leadership can be.
Here are 12 great leadership questions every leader should be asking:
What can we learn from this?
(This is a great evaluation question – especially after something goes wrong.)
Do you understand what I’m asking you to do?
(This question should be asked every time a project is assigned.)
How can I help you?
(This should be asked periodically – and sincerely – with adequate follow-through to the answer.)
What do you think is going to be next?
(Great leaders are always asking this question – inside and outside the organization.)
Where should I/we be placing our best energy?
(I like to ask this question quarterly to help plan our goals and objectives for the upcoming season.)
What am I missing or forgetting?/What do I not know that I should know?
(This question can never be asked too often. It’s sometimes good to allow people to anonymously answer this one.)
How can we do better next time?/What should we not do?/What should we do differently?
(These are great evaluation questions after events or special projects.)
What do you think?
(Anytime someone asks my opinion, they get this question BEFORE I answer. The reality is they often already have an answer – they just want someone to give them assurance.)
What changes could we implement to make our/your work life better?
(This question is especially needed when a team member begins to feel overwhelmed, but the question is always appreciated.)
What would you do differently if you had my position?
(I like this as an annual question to reflect on the coming year, but it’s a good question anytime.)
Are you enjoying your work? (You’ll get some unique answers to this one, but it should be asked regularly.)
What would you like to ask me, but you haven’t had an opportunity?
(I always ask this question at staff meetings and retreats. Sometimes they won’t ask in the group, but since I gave “permission” to ask they will email me later.)
Pick a few of those questions, try them on your team, and let me know your results.
What question would you add?
(See, there’s another great question.)
What are some ways that we can empower people to speak and testify in Sunday worship services? Some answers to that question here: http://www.amazon.com/Beyond-Church-Lost-Bible-Ek…
I was pleased as I went down through this list to discover that I ask most of these questions naturally.
One of these questions we implemented institutionally as an incentive at the plant where I work: "What changes could we implement to make your work life better?" We phrase it a little differently to open it up to any good idea that an associate has. Any idea that is implemented earns a hundred dollars for the one who suggested it. We've actually gotten some great cost savings, and process and safety improvements.
So when you are leading a larger group of people, you can get creative in asking them these questions if you don't have time to get around to everyone often enough.
I love that question Jim
Pastor Ron, your articles are timely! I would add: Why are you here? Why do you (they) think I am here? These are questions I have all the time.
Love them Shambra!
When I was leading our Women's Ministry I ended every leadership meeting with "What have I forgotten? Is there anything else we need to do?" There were a few times the group insight caught something I had missed. All your suggestions are great. Good leaders ask questions!
I love it
Abs fab – and thank you for posting these. How much is this adjustment to #2 worth considering?
"Do you understand…' may just draw a simple 'Yes' – with the listener retaining a different understanding to the leader.
How much stronger and healthier working relationships might follow this version? "What do you understand by this request/proposal/suggestion/solution etc?"
Love it
Question I would add: Why do we do it this way?
That's a great question.
Good questions and as long as you are able to actively listen, the information submitted can be transferred into worthwhile team goals. If people are willing to share their values with you, your understanding of what motivates people from within is important.
Thanks Lawrence. Good thoughts.
Wow! My newest best friend! (I like the way you think!)
I would add, "What I hear you saying…" (clarification question in communication – whatever shape it takes).
Blessings,
Mark
Thanks Mark. Great encouragement.
I think I'll send these to my supervisors… well, maybe not…
Do it!
Twitter: Michaelenichols
says:
Great recommendations. Several months ago, I made a list of 20-30 questions to use in my one-on-one meetings with my team members. I also developed a template for these meetings to help me listen more effectively. These two actions have been transformational decisions for my relationships. Thanks for the reminders!
That's a great idea! Thanks!
Michael,
Would you be open to sharing your template or some of the questions? I am leading a team of people at least 15 years or more my senior. Knowing how to have a productive conversation that doesn't lead to a quick summation that as a "young leader", I don't know what I am doing would be so helpful.
Anyone have any suggestions for me?
Thanks!
2,3,5&6 I have done in retail for years. It helps a good deal in getting my people on the same page, and it insures that when I am not in the immediate area, they are still able to complete whatever tasks given, which always kept my superiors off my neck! LOL!
The last question was one I was always sure to add to my employee evaluations. It gave them input, sometimes more than I wanted, but usually , it was really quite helpful in evaluating the work I was doing with them!