A Leader's Most Important Question

 

"Smart ones ask when they don't know, and sometimes when they do."
                                                            ~ Malcolm Forbes, publisher

 

 

 

 

 

 

The title carries a pretty big promise. After all, the best leaders are excellent at asking questions in all sorts of situations. I also hope the title is stoking your curiosity. Urging you to read on, wondering what is the leadership question that I think is the most important of all. I will share the question, but also my rationale for why it is such an important leadership question. 

The question is: What do you think? 

When You Can Use It

There are many times and situations when you can ask this question. Here are four specific opportunities:

When you don’t know the answer. The obvious time to ask this question is when you don’t have an answer yourself. “What do you think?” is a great way to express your curiosity by asking others for their thoughts.

When you know the answer but want their input. Especially as a leader, you might want people’s input (more on this below) even if you already have an answer. Use the question in this situation not as a test (I’ll ask them what they think to see if they know the right answer), but to engage them.

When you are looking for new perspectives. Many things we talk about at work aren’t topics or situations with a single right answer. In these situations, asking people what they think will help you see their viewpoint and experience while expanding yours at the same time.

When you are coaching. As a coach, you want people to be engaged with you. And the best way to do that is to ask them what they think earlier in the conversation. “What do you think (you did well)?”, and “What do you think (you could have done more effectively)?” are powerful coaching questions.

Why It Is So Important

It is one thing to know when to use this important leadership question. But when you understand why it is so important (perhaps even the most important), you will see the power, and implement it more effectively and frequently. Here are four reasons why it is such a powerful question.

It creates conversation and interaction. As a leader, we (should) want to create conversations with our team members, colleagues, customers, and well, everyone. By inviting people to share their thoughts, you are creating the chance for a conversation. If you don’t ask the question but simply give your opinion, there likely won’t be a conversation at all.

It changes the balance of power. Whether or not we acknowledge it, there is a power differential between us as a leader and those we lead. Even if we wish to minimize this feeling with others, it does exist. When we ask people what they think, we are immediately reducing that differential – creating a more level intellectual playing field. Now we are searching and solving together. Often when we authentically want to know what they think, we make it safer for people to share their thoughts.

It raises the expectations of others. If people ask you questions and you give them answers, they will keep bringing you questions. But if you reply to their question with “What do you think?”, it changes the situation. Now people see that you value them and expect them to think and share, not just bring you their problems and questions, expecting your answer.

It empowers others (and creates ownership). When people know you will ask them about their thoughts, they take more ownership of problems and situations. They are more thoughtful and intentional, and more accountable for their approaches and thoughts. The more we engender and nurture this on our teams, the more effective and productive our teams will be.

Click here to learn why asking these kinds of questions boost employee ownership.

When you think about this question in these ways, you can see why it is such an important leadership question. As you use it more frequently, for the right reasons, you will build more engaged, connected, and confident team members.

What do you think?

Action step: Commit to practice asking the question a minimum of 1-3 times per day.

 

To your greater success and fulfillment,

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT

 

Take the Next Step...
Interested in learning how to develop your organization's leadership capability, culture, and employee engagement ? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please 

contact: Email: petercmclees@gmail.com  or  Mobile:323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, facilities management services, distribution centers, food production facilities, wealth management services, real estate services, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.