From 'Do You Have Any Questions?' to 'I Have Questions For You': The Revolutionary Five Word Shift in Leadership Dialogue

Alright, buckle up, folks! We're about to take a wild ride through the corporate jungle, where Town Halls and executive presentations roam free. Remember the last time you sat through one of these beasts? You know, that moment when the bigwig on stage confidently asks, "Do you have any questions?" Ring any bells?

Well, my friends, this is where the rubber meets the road in leadership land. It's like a game show where we can spot different types of leaders faster than you can say "synergy"!

First up, we've got the "L-factor" deficient bunch. These are the folks who don't even bother asking if you've got questions. They're either so high up in their ivory tower they can't see the ground, or they're playing a game of "if I can't see them, they can't see me" with audience engagement. We're fortunate to witness these examples of how not to lead. It's like a masterclass in what to avoid!

Then there's the second category - the box-tickers. They've been through more leadership courses than a cat has lives, and they know they're supposed to ask, "Any questions?" But let's be real, they're secretly hoping you'll all suddenly develop a case of collective laryngitis. It's that invisible line of authority, right? The "I'm up here, you're down there" divide that's about as subtle as a neon sign in a library.

But wait! There's a plot twist coming that's more surprising than finding out your boss also binge-watches reality TV. The real golden ticket isn't "Do you have any questions?" at all.

It's "I have questions for you"!

Now, this is where things get really interesting. When a leader turns the tables and asks genuine questions, it's like they've just announced free ice cream in the office. Suddenly, everyone's perked up and feeling more empowered than a superhero on energy drinks. It's not about being vulnerable or hurting the ol' L-ego (Leaders Ego), it's about creating a two-way street of communication.

And here's the kicker: According to a study by leadership development firm Zenger Folkman, leaders who scored in the top 10% for asking for feedback were rated as being in the 86th percentile in overall leadership effectiveness. That's like going from being a backup dancer to the headliner overnight!

But wait, there's more! Really Shehzaad you have more?? Yes I do.

A Gallup study found that teams led by managers who focus on their employees' strengths are 12.5% more productive. Imagine what could happen if leaders regularly asked their teams for input!

So, here's the million-dollar question: How can we encourage more leaders to adopt this "I have questions for you" mindset? Is it something that can be taught, or is it more of an innate quality?

And to all you aspiring leaders out there, remember: next time you're wrapping up a presentation, don't just ask if there are any questions. Turn the tables! Ask your team for their input. It's like opening the door to your ivory tower and inviting everyone in for a cup of coffee and a brainstorming session. So you have to ask back to them -

"I have questions for you". And then ask actually good questions. Don't fall flat when it comes to actually asking great questions.

Now, I'm going to take a page out of the authentic leader's book and say, "I have questions for you, dear friends here on LinkedIn!" Have you ever experienced this kind of leadership in action? If not, do you think you could be the one to start this revolution in your workplace? Come on, don't be shy - I am all ears!

Remember, folks, great leadership isn't about having all the answers. It's about asking the right questions and actually listening to the answers. As the legendary management guru Peter Drucker once said, "The leader of the past was a person who knew how to tell. The leader of the future will be a person who knows how to ask."

It's time to break down those invisible barriers and create a culture where everyone's voice matters. After all, sometimes even leaders need to ask for directions!

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This topic addresses two important elements of the Troika of Operational Excellence: "people" and "culture".

Contact me if you want to achieve Operational Excellence in your organisation.