Anyone who has spent much time with a preschooler has experienced the endless litany of questions small children ask. Leaders can learn an important lesson from these little scientists—the value of asking questions to explore new ideas, find creative solutions, and improve business products and services. Here are the two types of questions great leaders should ask and five tips on how to frame them.
The Two Types of Questions Leaders Should Ask
Leaders should ask a lot of questions that start with “what” or “how.” While great leaders can and should ask a wide variety of questions, focusing on “what” and “how” questions will create opportunities for conversation and discovery.
“What” Questions
“What” questions open the door to big-picture thinking coupled with specific answers.
- What is a big opportunity we have that could create more value for our customers?
- What are the most significant needs our customers express?
- What went well over the last quarter?
- What do we need to improve in the coming year?
“How” Questions
“How” questions are collaborative and engaging, and they can draw a wide range of responses for teams to explore with more questions to arrive at innovative solutions.
- How can we improve our supply chain to maximize flexibility for the long term?
- How can we best address our customers’ most pressing needs?
- How can we better reach out to our remote and hybrid employees to keep them connected?
- How can our leadership team engage with employees at all levels?
Leaders should direct these open-ended, exploratory questions to all employees—not just leadership-level employees. The idea of asking such questions across the organization may trigger hesitation. You might be concerned about slowing the decision-making process or exposing colleagues to harsh criticism or issues that leadership can’t change.
However, opening the conversation across the organization can lead to huge improvements in culture and business results. When people are engaged in answering questions and feel their voices are heard and considered, they will feel more a part of the organization’s overall mission and goals and invested in its success.
Five Tips for Framing Your “What” and “How” Questions
To make the most of your “what” and “how” questions, here are some tips for getting the best results:
1. Maximize Involvement
When asking big questions about the company’s future, its products and services, and its approach to employee experience, involve everyone across the company. Ensure employees at all levels and functions can provide input and assure them of a receptive environment to express their ideas, concerns, and opinions.
2. Ask Big-Picture Questions
Some leaders may hesitate to ask more questions for fear of appearing weak or not knowing the answers. However, big-picture questions are more likely to have ambiguous or unclear answers that no one could know for sure. Big-picture questions create robust conversations with many potential outcomes and encourage everyone to contribute new ideas. Leaders who ask these questions don’t appear weak or unknowledgeable; instead, they seem open and willing to consider new ideas and approaches.
3. Frame Questions for Success
There’s more to “what” and “how” questions than just the first word. Leaders need to frame questions in a way that invites participation, not one that accuses or traps people into a defensive position. For example, consider asking, “What actions could have improved the outcome?” instead of “What did you do wrong?” Switch out questions like, “How can you be 15% more productive?” with questions that invite collaboration like, “How can we work together to improve productivity?” or “What does productivity look like now that we’re a hybrid workforce?”
4. Encourage Others to Ask Questions
Leaders should ensure everyone feels empowered to ask big questions and explore new answers. According to research from Harvard Business School, asking questions improves the connection between people and results in the perception of emotional intelligence. When leaders encourage an environment of curiosity and questions, they can improve employee experience and engagement across the organization.
5. Follow Up
Leaders who ask big, open-ended questions should follow up with more open-ended questions. Continuing to dive deeper and deeper into initial responses will allow a thorough exploration of all possibilities and give leaders new directions to explore.
Leaders who ask “what” and “how” questions indicate a willingness to engage in creative thinking and listen to new ideas and solutions. When leaders encourage a company culture that fosters big-picture thinking and a growth mindset, they help position both the organization and their teams for long-term results.
SELF CHECK:
- How can I use questions to foster more collaborative thinking on my team?
- What is one open-ended question we can ask to gather better information about the employee experience?
- Is there one “what” or “how” question I can ask today that will encourage creative thinking?
