Leading Through Questions

It's really tempting as a leader to always have the answers - that is in fact how we probably became a leader in the first place. What if instead of always being the expert, you became a facilitator of learning and growth for your team? Shifting from a directive approach to a questioning approach can unlock deeper insights, fuel creativity, and foster ownership and accountability.

Why Lead Through Questions?

When you ask questions instead of providing solutions, you create an environment of critical thinking and shared accountability. Your team also begins to build confidence and see themselves as problem solvers, capable of arriving at effective outcomes independently. This is especially powerful in complex or ambiguous situations where innovation is needed to drive results. By arriving at answers themselves, they may feel more capable and invested in the outcomes. Over time, they’ll develop the skills to navigate challenges without needing constant direction, making the entire team more agile and efficient.

The Power of Inquiry

Here are a few ways leading through inquiry can drive performance and growth:

1. Clarifying Goals

Instead of stating the outcome you want, ask: "What does success look like for this project?" or "What would need to happen for us to exceed expectations?" This helps the team align their actions with the broader vision and fosters ownership over the outcomes.

2. Problem-Solving

Instead of giving a solution, try asking: "What options do we have?" or "What might be the pros and cons of each approach?" These questions not only encourage creativity but also help your team evaluate their own ideas critically, arriving at stronger conclusions.

3. Reflection and Learning

After completing a project or hitting a milestone, ask: "What worked well, and what could we improve?" or "How can we apply this learning to future projects?" This encourages continuous improvement and a growth mindset.

4. Accountability and Empowerment

Instead of assigning tasks, ask: "Who would like to take ownership of this aspect?" or "What resources or support do you need to achieve this?" This positions your team to step up and take accountability, while also feeling supported.

Shifting Your Leadership Mindset

As a coach and leader, it’s essential to shift your mindset from always needing to be the expert to embracing the role of facilitator. Here are a few tips for making that transition:

• Get comfortable with silence. Allow your team the space to think, even if there’s a pause. Sometimes, the most thoughtful answers take time.
• Ask open-ended questions. Avoid yes/no questions. The goal is to stimulate thinking, not to steer toward a predetermined answer.
• Be genuinely curious. Approach each conversation with a learner's mindset. Your team might surprise you with insights you hadn't considered.
• Encourage risk-taking. Create a safe space where your team feels comfortable sharing ideas, even if they’re not fully formed. Sometimes the best solutions emerge from ideas that initially seemed unconventional.

It may take time to realize the long term benefits of leading through questions. Over time you will develop a stronger, more capable team that not only drives results but also grows into future leaders themselves. They will be more engaged, more innovative, and more accountable because they’ve been empowered to own their outcomes.

ACTION: The next time you're tempted to provide the answer, pause and ask a question instead.