Get better answers by asking better questions

The number one skill for a great management conversation is listening. Which means you aren’t jumping to conclusions, making assumptions, or jumping straight to problem solving mode. To do this, you ask powerful questions to help the person you are managing discover their own skills and abilities. 

One of the best tools to support a coaching conversation is the use of powerful questions, which help to unearth the individual’s inherent skills and knowledge based on their own experiences. Here are some ways to consider adjusting how you approach a conversation: 

Instead of asking... → Try asking...

Do you need anything? → What support would be helpful?

Will you be on time? → What steps do you have left before the deadline?

Is everything going ok? → What has been going well? What has been a challenge?

Have gotten feedback on this? → Who have you shown this to? What did they say?

Are you all good? → What do you need support on? 

The key here is to ask a question that asks for details from the person, not just a “yes or no” reply. That allows the person to share their expertise, describe their challenges better, and help you assess what kind of support is really needed. Yes, sometimes you’ll have to intervene or problem-solve more directly, but you won’t immediately start there by asking these questions first. 

So, what questions will you start using with your team?