Tips for Effective Questioning

Management isn't about having all the answers. It's often about using a perfectly timed question. Here are 7 questions for the hardest management moments (and tactics you can apply to any situation)... Why are questions superior to directives? - Engage: Your team wants to help & to be heard. - Empower: You're role-modeling vulnerability & respect. - Enlighten: You'll generate more data for better decisions. You'll notice I use a similar pattern: Label + Question - Label: It's a negotiation tactic. If you say "It seems like you're upset" they pause to question if that's true, diffusing the emotion. - Question: I make them open-ended. I want to get them talking and surface data, ideally their underlying 'Why.' ⬇️⬇️⬇️ 1. Moment: Your star employee just told you about a competing offer. Question: Jen, I appreciate that you feel comfortable discussing this with me. What role would you like me to play in reviewing this possibility with you? 2. Moment: You just gave critical feedback, and they’ve clearly shut down. Question: Bill, I sense I’ve upset you. What piece of feedback was most off of the mark? 3. Moment: You’ve found a great candidate you want to hire, and they’re about to leave for the day. Question: Sally, I know you are almost out the door, and it’s been a long day. If we made you the offer to come on board, what would stop you from saying 'Yes'? 4. Moment: Your idea has been called out as stupid by a subordinate in a large meeting. Question: One of the things I like most about working with Amanda is that we have agreed to always tell the truth. Amanda, let me have it. How did I mess this up? What did I overlook? 5. Moment: Your boss just asked you to take on work your team has no capacity for. Question: Gina, this sounds like a top priority. Given that the team is already overcapacity, which of our current initiatives do you think we should pause to make space for it? 6. Moment: You just finished delegating a critical piece of work. Question: Jim, it sounds like you're ready to give this a go. What is the best way for me to stay close enough to help ensure your success?" 7. Moment: You just gave a raise, and your employee is disappointed. Question: Sahil, I'm sensing you feel there's some distance between this raise and what you think you deserve. Help me understand how you thought about what was fair and what I may have missed. ⬇️⬇️⬇️ Play the game yourself: Think back to a sticky, awkward moment. Replay it, only this time: -> Don't react (with words or body language) -> Acknowledge & diffuse by labeling their reaction -> Offer a question that surfaces as much info as possible Better or worse outcome? If you found this helpful, you'll like my free newsletter even more. Subscribe: mgmt.beehiiv.com Get 70+ practical playbooks to help you manage more effectively. And please repost ♻️ and follow Dave Kline for daily leadership coaching.

Stop nodding along in meetings. Start having impact: Too often, meetings are filled with phrases like: ❌ “That sounds great” ❌ “Let’s table it for another time” ❌ “Let’s circle back when we have more info” From 10 years in high performing teams, here’s what I’ve learnt about meetings: Top performers aren’t afraid to ask the hard questions. Here are 13 questions you can ask to leave a mark: 1/ "What do we have to deprioritize to do this well?" ↳ Use to help create focus. ↳ Shows you understand we can't do everything at once. 2/ "What happens if we do nothing?" ↳ Use to overcome inertia. ↳ Helps identify true priorities. 3/ "Who's done this well that we could learn from?" ↳ Use when projects have been done before. ↳ Shows you want to use others’ learnings. 4/ "What's the simplest way to explain this?" ↳ Use to create clarity. ↳ Shows you understand the importance of simplicity. 5/ "What went wrong last time?" ↳ Use when repeating past initiatives. ↳ Shows you want to learn from experience. 6/ "How will we know if this is working?" ↳ Use when success isn't clearly defined. ↳ Shows you care about real results. 7/ "Who's going to own each workstream?" ↳ Use when responsibilities are unclear. ↳ Prevents the "someone else will do it" problem. 8/ "How does this affect our current priorities?" ↳ Use when new work might disrupt current priorities. ↳ Shows you're thinking about the whole picture. 9/ "Who might we upset by this choice?" ↳ Use when changes could impact others. ↳ Shows you consider how others might feel. 10/ "If we had half the budget, how would we do this?" ↳ Use to find creative solutions. ↳ Shows you can spark new ideas. 11/ "What aren't we seeing here?" ↳ Use when consensus comes too easily. ↳ Shows you look at problems from all angles. 12/ "How does this help us reach our primary goals?" ↳ Use when projects drift from objectives. ↳ Makes sure we're not getting sidetracked. 13/ "What's our plan for the worst-case scenario?" ↳ Use when planning risky initiatives. ↳ Shows you think ahead. Remember: Impact can from asking the right questions. You don't have to be the smartest one in the room. Just ask the questions that make others think differently. P.S. Which of these will you use in your next meeting? — ♻ Repost to inspire your network to have more impact at work. ➕ Follow me (Will McTighe) for more like this.

Tough conversations aren’t the problem—your questions are. 6 psychology-backed questions to build trust and influence others: 𝟭. 𝗧𝗵𝗲 𝗘𝗰𝗵𝗼 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 Just repeat their last few words as a question. 𝘛𝘩𝘦𝘮: “𝘐’𝘮 𝘯𝘰𝘵 𝘴𝘶𝘳𝘦 𝘵𝘩𝘪𝘴 𝘪𝘴 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘥𝘪𝘳𝘦𝘤𝘵𝘪𝘰𝘯.” 𝘠𝘰𝘶: “𝘛𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘥𝘪𝘳𝘦𝘤𝘵𝘪𝘰𝘯?” People open up when they feel heard. I use this often when I sense hesitation. 𝟮. 𝗧𝗵𝗲 𝗖𝗼𝗻𝘁𝗿𝗮𝘀𝘁 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 Instead of pushing back, ask: “𝘞𝘩𝘢𝘵 𝘸𝘰𝘶𝘭𝘥 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘤𝘩𝘢𝘯𝘨𝘦 𝘧𝘰𝘳 𝘺𝘰𝘶 𝘵𝘰 𝘴𝘦𝘦 𝘪𝘵 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘭𝘺?” This shifts conflict into collaboration. I reach for this in cross-organizational conversations. 𝟯. 𝗧𝗵𝗲 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 Rather than “𝘞𝘩𝘺 𝘥𝘰𝘯’𝘵 𝘺𝘰𝘶 𝘢𝘨𝘳𝘦𝘦?” Try: “𝘞𝘩𝘢𝘵’𝘴 𝘺𝘰𝘶𝘳 𝘱𝘦𝘳𝘴𝘱𝘦𝘤𝘵𝘪𝘷𝘦?” People drop defenses when they feel invited, not interrogated. 𝟰. 𝗧𝗵𝗲 𝗕𝗿𝗶𝗱𝗴𝗲 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 Ask: “𝘏𝘰𝘸 𝘮𝘪𝘨𝘩𝘵 𝘸𝘦 𝘴𝘰𝘭𝘷𝘦 𝘵𝘩𝘪𝘴 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳?” I’ve seen this melt tension in high-stakes reviews. 𝟱. 𝗧𝗵𝗲 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 “𝘞𝘩𝘢𝘵 𝘮𝘢𝘬𝘦𝘴 𝘺𝘰𝘶 𝘴𝘢𝘺 𝘵𝘩𝘢𝘵?” A gentle prompt that gets people to examine their thinking—on their own. No judgment. Just clarity. 𝟲. 𝗧𝗵𝗲 𝗔𝗰𝘁𝗶𝗼𝗻 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 End with: “𝘞𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘯𝘦𝘹𝘵 𝘴𝘵𝘦𝘱 𝘸𝘦 𝘴𝘩𝘰𝘶𝘭𝘥 𝘵𝘢𝘬𝘦?” It’s how I turn conversations into outcomes. What’s one question you rely on to spark connection? These insights are from "Doesn't Hurt to Ask: Using the Power of Questions to Communicate, Connect, and Persuade" by Trey Gowdy and brought to you by Omar's Desk. PS: The quality of your questions determines the quality of your conversations. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.