When Managers Help by Asking Questions
Cathie Leimbach • July 29, 2020
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How do you structure meetings with your direct reports? Do you give them their assignments for this week and then adjourn the meeting? Or, do you encourage two-way conversations by asking open-ended questions to learn about the successes, joys, and challenges in their personal life and their work responsibilities?
A manager's job is to serve the needs of their staff, to support them to be personally successful and contribute to the organization's success. Asking your employees open-ended questions is the best way to understand their needs.
Asking 'What would you like to talk about today?' or 'How can I help you be successful this week?' opens the door for your team members to share their bottlenecks. Open-ended questions, such as those that start with the '5 Ws' or 'How' allow your direct report to set the agenda for the discussion. When you know what is limiting their performance, you can help close their gaps in knowledge, skills, or tools so they can be more productive.
What open-ended questions could you ask your team members in your next one-on-one meetings?
Ever wonder why some companies consistently outperform their competitors? According to Ram Charan's "Leaders at All Levels," the secret often lies in their approach to leadership development. Think about it: when organizations invest in developing leaders at every level, they're not just checking a box for HR—they're directly fueling their economic engine. Charan says that leadership talent is actually the biggest constraint on business growth worldwide. Too many companies treat leadership development as a nice-to-have program rather than a strategic necessity. But those who get it right create a continuous chain reaction of leadership excellence throughout their organization, resulting in measurable business advantages. The most successful companies don't just develop executives at the top. They identify potential leaders early, move them through increasingly challenging assignments, and ensure they gain the necessary skills to drive performance at every level. In today's competitive landscape, your leadership pipeline isn't just about succession planning—it's about creating the sustainable competitive advantage that drives superior business results and economic performance right now.
Have you ever felt like someone wasn't really hearing you? Reflective listening can fix that problem in the workplace. Reflective listening means truly understanding what someone is saying before you respond. When a coworker is speaking, focus completely on their words instead of planning what you'll say next. Many of us start forming responses while others are still talking, which means we miss important parts of their message. True listening requires patience and practice. To become a reflective listener, start by giving your full attention. Put away your phone, turn away from your computer, and make eye contact. Then, after the person finishes speaking, briefly summarize what you heard. You might say, "So what I'm hearing is..." This shows you were truly listening and gives them a chance to clarify if needed. The benefits of reflective listening are huge. It reduces misunderstandings, builds trust between coworkers, and helps solve problems more effectively. People feel valued when they're truly heard, which creates a more positive workplace. With practice, reflective listening becomes a habit that improves all your work relationships. Remember: listen first, respond second. Your workplace will be better for it.