"Thank you for the amazing team-building seminar. Your approach allowed us to be playful, yet work together as a team on common goals and challenges. It was amazing to watch the positive change that came over individuals throughout the day and how empowered everyone felt by the end. The comprehensive program and expert guidance provided by KLR will make our company better equipped to weather the difficult economic storm facing us."
Mistie Cohen, President
Eye Spy Critiquing & Consulting
Teams must pay attention to outcome-based results, and ensure all members are doing their part.
Teams that hold each other accountable are more productive & successful.
Commitment from team members is one of the building blocks of effective teams.
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(posted: June 5th, 2014)
This is Part 2 of our two-part series on Leadership, Listening, and Questions
In Part 1 we talked about using questions to encourage conversation, free speech and input from employees. Constructed well, these questions increase collaboration, teamwork, problem-solving and even innovation.
Now let's look at the questions themselves more closely.
Yes! If you are asking the "beautiful" questions.
Warren Berger, author of A More Beautiful Question, says, "A "beautiful" question reframes an issue and forces you to look at it in a different way. It challenges assumptions and is really ambitious."
This could be anything from the crazy questions, "Why can't we...?" that subvert the conventional wisdom, to the exploratory, "How might we better do....?"
Berger offers the example of the Polaroid camera, which resulted from a 3-year-old asking, "Why do we have to wait for the picture?"
Sometimes you need a specific answer to a question. But sometimes you need your questions to encourage thinking outside the box, and to make your team feel that you value their ideas, and trust them to do the hard thinking. These questions do double duty, delivering both short- and long-term value. Short-term, you get a solution to the immediate problem. Long-term, you help your team develop their problem-solving skills and enhance trust.
The questions you need to ask should:
When you talk, you repeat what you already know; when you listen you often learn something.
~ Jared Sparks
I encourage all my clients to ask this question, in many different situations. For the executives working on professional development, it's a great way to get them thinking and talking about possibilities, options, long-shots, and ultimately, wishes and dreams. For teams and other groups of executives, it can crack open their linear thinking and get them tossing around ideas. It's really an all-purpose question!
Let your direct reports know that you value their queries. As I mentioned in the previous post, your questions themselves will let your team know if you are really interested in what they have to say, along with your genuine interest in hearing the answers.
Take careful note of how your questions are constructed. The most effective questions, as you already know, are open-ended, requiring more than a simple yes or no. They ask for opinions, thoughts and even half-baked ideas.
When you create an agenda for a meeting, make a list of thoughtful questions to ask. It doesn't have to be a long list. In fact, make sure you leave time for your questions to be answered, and remind yourself to really listen to what people have to say.
Why Not? Is a question that I like to ask clients.
Listening truly is the other half of the equation for leaders. If you ask, but don't listen, you'll stay right where you started. But if you listen, really listen, as I pointed out in the previous post, you'll find all sorts of answers you didn't expect. Keep in mind that simply not talking while the other person speaks is not listening! As Susan Scott, author of Fierce Leadership, says, "One of the greatest gifts you can give another is the purity of your attention. Not your advice!!"
What else? Is another question that I use with clients. By the time we get through the 10th "what else" we get to what is really on their minds!
As you build your culture of openness and trust, using questions and fierce listening skills, you will eliminate ambiguity and create a team or group that is energetic, engaged, and invested in their work. You are also likely to get innovative ideas and solutions.
Remember as you work on leading by asking rather than telling, that their success is your success. When their problem solving skills, creativity and resourcefulness increase, your organization will be more productive and profitable.
If you are still trying to get people on your team to communicate more frequently and more openly, you may not be ready for these kinds of questions. That's okay, keep working on free speech and you'll get to the "beautiful" questions eventually.
Don't miss Part 1 - Change The Conversation: 5 Ways to Encourage Input...And Teamwork