Why Master Open-Ended Questions

Cathie Leimbach • April 8, 2025

In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others.


Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas.


Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone.


McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking.


These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions.



Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.

Why Better Leaders Mean Better Bottom Lines

By Cathie Leimbach • June 3, 2025
Let’s talk straight—leadership development isn’t just a “nice to have.” It’s the engine behind real economic progress. John Kotter, a world-renowned voice in leadership and change, made it clear: organizations don’t rise or fall on products alone—they succeed because of how well they lead through change. When leaders know how to cast vision, inspire action, and adapt quickly, the ripple effect is huge. Teams become more engaged. Strategy gets implemented faster. Resistance turns into momentum. And yes—revenue and results improve.  Kotter’s work shows that companies with strong leadership navigate uncertainty better and capture more market share during tough times. Why? Because effective leaders create clarity in the chaos. They don’t just manage—they lead change with purpose. If we want to strengthen our teams, our organizations, and even our communities, we have to prioritize leadership development. Not later—now. Because when leadership improves, so does everything else. That’s not just theory. That’s proven strategy. Click here to view the document: Better Leader = Better Bottom Lines and see why investing in leadership pays off. Let’s build leaders who build better futures.
More Posts