Unlocking Leadership Potential: 12 Questions from First, Break All the Rules
Creating a positive work environment begins with having good information about your team. With one finger on the pulse of your organization's culture, you can affect lasting, transformative change.
But first, let's break all the rules.
The book, that is.
Based on decades of research by Gallup, First, Break All the Rules reveals unconventional yet powerful insights into what it takes to be a great manager and leader. This exceptional book poses 12 key questions that indicate high employee engagement and organizational performance.
These 12 questions offer leaders a practical framework to foster strong, productive teams. By leveraging the information mined from these 12 golden questions, your team can revolutionize leadership approaches in any organization.
1. Do I know what is expected of me at work?
This question emphasizes the importance of clarity. Employees perform best when they have a clear understanding of their roles and responsibilities.
As a leader, you need to ensure that expectations are well-communicated, regularly updated, and aligned with the organization's goals. This clarity eliminates confusion, reduces stress, and allows employees to focus on what truly matters.
2. Do I have the materials and equipment I need to do my work right?
Inadequate resources can hinder even the most capable employee. When employees lack the right tools, they become frustrated and disengaged.
Leaders must ensure that their teams have access to everything necessary for success, from updated technology to adequate training. Regularly assessing resources and removing obstacles empowers employees to perform at their best.
3. At work, do I have the opportunity to do what I do best every day?
Employees who use their strengths regularly are more engaged, motivated, and productive. Leaders should focus on recognizing the unique talents of each team member and creating opportunities that allow them to shine. This question encourages leaders to prioritize talent development and job crafting, which leads to higher job satisfaction and retention.
4. In the last seven days, have I received recognition or praise for doing good work?
Recognition is one of the simplest yet most powerful motivators. Employees want to feel appreciated for their efforts.
Recognition should be timely, specific, and genuine. When leaders make it a habit to acknowledge their team's contributions regularly, they foster a culture of appreciation, boosting morale and motivation.
5. Does my supervisor, or someone at work, seem to care about me as a person?
When employees feel cared for beyond their job performance, it creates a deeper emotional connection to their work and the organization.
Leaders should take time to get to know their team members on a personal level—understanding their aspirations, challenges, and interests. This genuine care enhances trust and builds a sense of belonging within the team.
6. Is there someone at work who encourages my development?
Employees crave growth and development. They want to know that their leaders are invested in their professional journey.
As a leader, it’s essential to offer mentorship, provide growth opportunities, and create a culture where development is an ongoing conversation. When employees feel supported in their growth, they are more likely to stay with the organization and contribute meaningfully.
7. At work, do my opinions seem to count?
Leaders should cultivate an environment where employees feel heard and valued. When employees believe that their ideas and contributions matter, they are more likely to engage and offer creative solutions.
Encourage open dialogue, actively listen, and incorporate feedback from your team. When employees feel their voices count, it strengthens commitment and innovation.
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8. Does the mission/purpose of my company make me feel my job is important?
Employees want to feel that their work has meaning. Leaders must ensure that the organization's mission is not just a slogan but a living, breathing part of the workplace culture.
Connecting individual roles to the broader purpose of the organization fosters a sense of pride and accountability in employees. When people believe in what they do, they are more engaged and committed.
9. Are my co-workers committed to doing quality work?
The culture of a team has a significant impact on individual performance. When employees work alongside peers who are dedicated and committed, it creates a positive, high-performing environment.
Leaders should promote teamwork, recognize collaborative efforts, and address performance issues quickly to maintain a culture of excellence.
10. Do I have a best friend at work?
While this question might seem unconventional, having strong personal relationships at work can significantly increase engagement.
Employees who have close friendships at work are more likely to be satisfied with their jobs and feel connected to the organization. Leaders should encourage team-building activities and foster a workplace culture that allows authentic relationships to flourish.
11. In the last six months, has someone at work talked to me about my progress?
Feedback is crucial for growth, and employees want to know how they’re doing. Feedback shouldn't be limited to annual performance reviews.
Regular, constructive conversations about progress keep employees engaged and motivated. As a leader, creating an ongoing feedback loop that highlights strengths and identifies areas for improvement is key to continuous development.
12. This last year, have I had opportunities to learn and grow?
Growth and learning opportunities are essential for keeping employees engaged over the long term. Leaders must provide access to professional development programs, training, and challenges that stretch employees’ capabilities. When employees are given opportunities to expand their skill sets, they stay engaged and motivated, seeing a future within the organization.
Want to create a high-performing team?
These 12 questions listed above encourage leaders to rethink traditional management approaches and adopt a more people-centered leadership style.
Here are some key takeaways you can start applying now:
In large organizations, where employees can sometimes feel like just another cog in the wheel, these questions help leaders humanize the workplace, creating an environment where people feel valued and empowered.
If you’re a leader looking to elevate your team's performance, start by asking yourself these 12 questions. The answers may very well transform the way you lead.
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By embracing these principles, leaders can foster engagement and drive success. If you'd like to learn more about how to implement these strategies, connect with John for tailored HR training solutions.
John Graci has been transforming teams for more than 20 years. His management experience in production, office, union, and non-union environments, combined with his straightforward and tell-it-like-it-is approach comes across as refreshing and riveting. Subscribe to John's newsletter for more practical tips on how to build the team you've always wanted.