From "Why" to "What": Why Questions Are Killing Your Leadership!

The landscape of leadership is evolving. Gone are the days of the authoritarian figure barking orders from the top. Modern leadership demands a coach-like approach, prioritizing empowerment over dictation, questions over answers.

But why this shift? Research paints a clear picture: people resist advice. A study by Harvard Business Review found that unsolicited advice, even when well-intentioned, can trigger feelings of inadequacy and hinder motivation. In fact, 64% of employees reported feeling disengaged when their managers provide solutions without understanding the problem firsthand.

So, how do we move from directive leaders to empowering coaches? The answer lies in the power of well-crafted questions.

While it seems straightforward, it's anything but. Resisting the urge to "fix" and instead asking the right questions requires discipline and practice. Remember, the right question can unlock hidden potential, spark creativity, and foster ownership. Conversely, the wrong question can shut down conversations and stifle initiative.

But what constitutes the "right" question? Let's replace the “Whys” by the “Whats “

Why: The trigger of Defensiveness

"Why" questions often trigger a defensive reaction. They imply blame, judgment, or a search for justification. We naturally react by rationalizing or defending our actions, shutting down the opportunity for open dialogue and exploration.

Instead, try "what" questions:

• "What is your perspective on this situation?"
• "What have you already tried?"
• "What challenges are you facing?"
• "What resources or support would be helpful?"
• What else?

These questions shift the focus from justification to understanding and exploration. They invite deeper reflection, encourage ownership, and open the door to collaborative solutions.

Beyond "What": Mastering the Art of Inquiry

While "what" questions are a great starting point, remember that effective coaching necessitates an array of inquiries. Consider these tips:

• Ask?open-ended?questions that spark thought and avoid yes/no responses.
• Actively listen without interrupting.?Show genuine interest in their perspective.
• Use follow-up questions.?Encourage elaboration and clarification.
• Embrace silence.?Give them space to think and formulate their responses.

Remember: The goal is not to find the "right" answer but to empower individuals to discover their own.

The Journey from Directive to Coach: A Continuous Learning Process

Transitioning from a directive leader to a coaching leader is a journey, not a destination. It demands self-awareness, self-reflection, and a willingness to learn. Embrace feedback, seek out coaching opportunities, and practice, practice, practice!