Insight
Revolutionize Your Team: How 10 Simple Changes in Question Can Transform Your Workplace
As an executive coach, one of the most important aspects of my job is to help individuals and teams communicate effectively and constructively. This is especially true when it comes to asking questions. However, not all questions are created equal. Some questions can empower, while others can disempower. In this blog post, we will explore the difference between empowering and disempowering questions and the impact they can have on individuals and teams, as well as provide actionable tips for asking empowering questions.
Flash thought
In any professional setting, it’s important to communicate effectively and constructively with your colleagues, especially when it comes to asking questions. However, not all questions are created equal. Some questions can empower, while others can disempower. In this blog post, we will explore the difference between empowering and disempowering questions and the impact they can have on individuals and teams.
Disempower vs Empowering Question
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
-Maya Angeloufeel.”
Empowering questions are those that encourage individuals to think critically, take ownership, and find solutions. These questions are open-ended and allow for exploration and creativity. They are also respectful and non-threatening, making the person feel comfortable to share their thoughts and ideas. For example, “Can you tell me more about your thought process and the reasoning behind your decision?”
On the other hand, disempowering questions are those that are closed-ended, judgmental, and demeaning. They often begin with words like “why” or “how” and can make the person feel defensive or ashamed. Disempowering questions can lead to a lack of trust and collaboration within a team. For example, “Why did you make that decision without consulting me first?”
It’s important to note that the intent behind a question is not always clear. However, the way a question is phrased can have a significant impact on the person being asked. By being aware of the tone and wording of our questions, we can create a more empowering and productive environment for ourselves and our team.
In the following section, we’ll take a look at a couple of examples of dialogs that demonstrate the difference between empowering and disempowering questions.
Example 1: Empowering dialog
Boss: “Can you give me more information about the decision you made regarding the project?”
Subordinate: “Of course, I did my research and I believed it would be the best course of action for the project. I have all the necessary information to support the decision, and I understand the potential risks.”
Boss: “How do you plan on implementing this decision and addressing any potential risks?”
Subordinate: “I plan on creating a detailed action plan that outlines the steps needed to implement the decision and identifying potential risks. I will then present it to the team and seek their feedback before proceeding.”
Boss: “What is your approach to keeping me informed and updated on the progress of the project?”
Subordinate: “I will make sure to keep you updated on all major decisions and seek your feedback for any potential risks. I will also provide you with regular reports on the progress of the project and any issues that may arise.”
Example 2: Disempowering dialog
Boss: “Why did you make that decision without consulting me first?”
Subordinate: “I thought it was the best course of action for the project, and I had all the necessary information to make the decision.”
Boss: “But you should have known that you needed my approval before making any major decisions.”
Subordinate: “I apologize, I will make sure to consult with you in the future.”
Boss: “I’m not sure I can trust you to handle this project on your own. Can you explain your thought process and how you came to this decision?”
Subordinate: “I understand, I apologize for not consulting you first. I did my research and I believed it would be the best course of action for the project, but I understand now that I should have sought your approval before making any major decisions.”
Now, let’s move on to some actionable tips for asking empowering questions:
Reframe the question to gain learning and building personal relation: Instead of asking “Why did you make that mistake?” try asking “What can we learn from this situation?” This reframing shifts the focus from blame to growth and learning.
Ask open-ended questions: Open-ended questions create an opportunity for meaningful dialogue, giving the speaker a chance to offer their own perspective and insights. Open-ended questions allow for exploration and creativity; they encourage the person to think critically and share their thoughts and ideas.
Avoid leading questions: Leading questions are phrased in a way that leads the person to a specific answer, they disempower the person by not allowing them to express their own thoughts and ideas.
Avoid asking personal questions: Asking personal questions can make the person feel uncomfortable, it’s important to keep professional boundaries and respect the person’s privacy.
Show empathy: Showing empathy can help to create a positive and safe environment for the person to share their thoughts and ideas.
Use “I” statements: Instead of saying “You did this wrong” try saying “I noticed this, can you tell me more about it?” This approach shows that you are taking responsibility for your own observation and it’s less accusatory.
Ask permission: Instead of assuming you can ask a question, ask permission first. This shows respect for the person’s time and privacy.
Give feedback: Giving feedback is an essential part of empowering others, it helps to give guidance and support for personal and professional growth.
Create a safe environment: Creating a safe and positive environment encourages people to share their thoughts and ideas, it also helps to build trust and collaboration.
Be mindful of the language you use: The language we use can have a significant impact on the person being asked, be mindful of the tone and wording of your questions, avoid judgmental and demeaning language.
By implementing these tips and being mindful of the way we ask questions, we can create a more empowering and productive environment for ourselves and our teams. As an executive coach, I have seen first-hand the positive impact that empowering questions can have on individuals and teams, and I encourage you to put these tips into practice in your own professional setting.
It’s also important to remember that changing the way we communicate and ask questions is a process and it may take some time to adjust. It’s important to be patient with ourselves and others as we work towards creating a more empowering environment. Furthermore, it’s not only the questions that we ask that matter, but also our body language, tone of voice, and nonverbal communication. Being aware of all of these elements can help us to communicate more effectively and empower others.
Another key aspect of empowering communication is active listening. It’s important to truly hear and understand the other person’s perspective, and not just wait for our turn to speak. This can help to build trust and understanding and create a more positive and productive environment.
In conclusion, empowering and disempowering questions can have a major impact on individuals and teams. Empowering questions encourage critical thinking, ownership, and solutions, while disempowering questions can lead to a lack of trust and collaboration. By being aware of the way we phrase our questions, and implementing the tips outlined in this blog post, we can create a more empowering and productive environment for ourselves and our team.
As an executive coach, I encourage you to put these tips into practice and see the positive impact it can have on your own professional setting.
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