The Book of Beautiful Questions: The Powerful Questions That Will Help You Decide, Create, Connect, and Lead

by Warren Berger

WHEN DOING “AMBULATORY INQUIRY,” A LEADER SHOULD NOT ASK … How’s it going? This is a rote question and elicits rote responses. Why did you ___? When you ask “why?” questions directly of employees, it shifts them into “justify” mode. Who screwed up here? Rather than focusing on a scapegoat, inquire about how best to address the issue and move forward. Haven’t we tried this already? Often uttered wearily by “Been there, done that” leaders. Say it enough times, and people will stop offering ideas altogether. AND SHOULD ASK … What’s the biggest challenge you’re facing? You can make the “challenge” question more specific (“on this project”) or more general (“in your job”). Are you making progress? If employees feel “stuck,” frustration sets in. Help me understand what led to … Instead of asking “Why?” about a problem, start the question this way—it’s wordier, but less accusatory. Is it clear what we’re doing and why? Ask employees this question with regard to company goals, directives, policy changes, and the vision for the future. How can I help? Per Doug Conant, the “ultimate leadership question.” But only ask it if you mean it.