Creating an Environment for Open Questions

The best leaders don't have all the answers. They ask the most questions. Asking questions is seen as a sign of weakness. Let's change that. When you make your team feel safe to be vulnerable, ask "silly" questions, and not know something… That’s when growth happens. Here’s how I build psychological safety in my teams: 1. Establish a no-blame culture 2. Reward growth over perfection 3. Create mentorship opportunities 4. Celebrate learning from mistakes 5. Provide anonymous feedback channels 6. Share my own missteps openly 7. Recognise calculated risk-taking 8. Encourage constant dialogue 9. Give regular, constructive feedback As leaders, we must create environments where questions are celebrated, not criticised. It isn’t stupid to ask for help. It’s smart. When I see someone asking questions, I don't see ignorance. I see: ✅ Curiosity ✅ Growth mindset ✅ Desire to learn ✅ Intelligence The next time someone on your team asks a question, celebrate it. They're not showing weakness - they're showing ambition. How do you handle questions in your workplace?

I am a naturally curious person. That shows up constantly in how I collaborate within, lead, and manage teams—I ask A LOT of questions. But I’ve learned that sometimes questions can make people uncomfortable. I've always wondered if it's because "curiosity killed the cat" was drilled into many kids in my generation as a way to shut them up or get them to comply without questioning authority. 😬 I've seen questions frequently misinterpreted as active criticism or, a lack of confidence in someone’s abilities. Other times, they’re seen as veiled subtext—like there’s a hidden meaning or agenda. I wish more people felt that questions are not threats. I believe deeply that they’re a way to make ideas stronger, to create deeper understanding of problems, and to get everyone rowing in the same direction. And when a team or culture views questions as inherently good, the outcomes are always better. How do we make curiosity feel safe, not threatening? Here’s what I’ve learned: -Detach Questions from Personal Performance: Questions should be about the idea. Period. If you’re probing a decision or digging into a plan, make it clear that you’re focused on the what, not the who. This keeps conversations productive and collaborative. - Be Clear About Why You’re Asking: If you’re a leader—or just someone who asks a lot of questions—share your intent. Say things like, “I’m just trying to understand this better” or “Can you help me connect the dots here?” This kind of framing goes a long way in diffusing any defensiveness. -Model and Create Space for Curiosity Openly: When you’re curious, be curious out loud. Ask questions in meetings. Admit when you don’t know something. Show your team that it’s not only okay to ask—it’s expected. Build a culture where there’s always room for people to say, “Wait, can you say more on that?' -Use Verbal Disclaimers: I have picked up the habit of saying things I used to assume was understood, out loud. Things like "this is not criticism" or "this question is to help me understand you perspective to be a better collaborator." This helps set up a shared goal between parties to work toward. -Celebrate Good Questions: When someone asks a question that shifts perspective or sparks a better solution, call it out. Let people know that curiosity is valued and rewarded. Other naturally curious folks—I'd love to hear your thoughts. Have you encountered this at work?

Ever been on a team that's too quiet? Not focused-quiet. But hesistant-to-speak-up quiet. I once worked with a leader whose motto was: "Silence is 100% agreement." We would chuckle politely. Our silence wasn't agreement. It was fear. Here's what I've learned after nearly two decades coaching people leaders. People don't need to find their voice. They need to feel safe using it. Here are 6 ways to create that safety, without forcing anyone to speak before they're ready: 1. Listen to learn ↳ Pause before responding: "Help me understand your thinking on…" ↳ Reflect back: "Here's what I heard, did I get that right?" ↳ Let people know when their input reshapes your thinking 2. Build confidence before the spotlight ↳ Pair teammates as "thinking partners" to test ideas before meetings ↳ Use 1:1s to help less vocal members frame input as exploratory questions ↳ Normalize iterations. "What if we considered…" often sparks breakthroughs. 3. Model transparent communication ↳ Share your thinking: "Here's my view and why I see it this way…" ↳ Be open about uncertainty. It gives others permission to speak ↳ It's okay to change your mind in public when presented with strong alternatives 4. Facilitate solution-building sessions ↳ Ask: "What would success look like for everyone involved?" ↳ Use "Yes, and…" to build momentum, not shut it down ↳ Try brainstorm rules: build on others' ideas before introducing new ones 5. Disagree without making it personal ↳ Start with: "We're debating the approach, not anyone's expertise" ↳ Use neutral framing: "There are different perspectives here" ↳ Keep feedback focused on outcomes and impact, not personality 6. Make space for the quiet thinkers ↳ End with: "Let's reflect for 24 hours before deciding" ↳ Send pre-reads with clear reflection prompts ↳ Start key conversations with a few minutes of silent thinking When you shift from demanding participation to designing for it, you're not just changing meetings. You're redefining how power flows through your organization. How do you create space for insight that isn't loud? ♻️ Feel free to share if you're working toward conversations where every voice has room. ➕ If you lead people, this space is for you. Follow me, Michelle Awuku-Tatum for insights on: ↳ Human-centered leadership, resilient teams, and intentional culture.