 |
| Meg Whitman has questions (from Forbes Asia June 2013) |
Wednesday, September 4, 2013
Questions in action
Need inspiration for asking questions that help your team members think for themselves and take ownership of the issues ? Take a look at how Meg Whitman (CEO at HP) challenges her team ... with questions.
Sunday, September 1, 2013
Chasing monkeys
I often come across business leaders who explain how unhappy they are with their team's or with some individual's performance. When I ask for an example, the reply is typically of the same nature. They describe a situation or event, and explain how the team member either didn't react/reply/propose at all, or reacted/replied/proposed in a way that was considered wrong (by the business leader). And invariably, the next step they describe is the same: they explain to the team member what he/she should do or should have done, and demonstrate it to be sure the message is clearly received.
So let's reflect now on what the team member is taking away from this ... For one, it confirms that the leader has the answer, and the correct answer at that. Second, the team member thinks that the issue has been resolved in a rather satisfactory way, because the leader is getting the result he wants. Lesson learned ? Next time, don't do anything (the leader will take the issue on) or ask the leader what to do (he will demonstrate for sure what to do). Win-win !
Business leaders often think they "teach" or share their knowledge by showing what should be done. Leading by example is great but leading by handing out the "right" solutions is not helping your team. What to do instead ? Ask them questions ... Not questions like "Why don't you do it this way ?" which is an implicit solution, but genuine questions that make your team member think. And once they start thinking ... stop ! Let them think, and react, and adapt what they are doing. If they don't act on their thinking, they are not learning, and you are probably wasting your time with them (as they are with you). If they do, they are learning and they will address future issues with a higher level of experience.
Stop chasing the monkeys. You may think you are solving problems (and you are) but you are stopping your people from thinking, learning and growing. And there's too many monkeys to fit on your shoulders, however broad these are, anyway !
So let's reflect now on what the team member is taking away from this ... For one, it confirms that the leader has the answer, and the correct answer at that. Second, the team member thinks that the issue has been resolved in a rather satisfactory way, because the leader is getting the result he wants. Lesson learned ? Next time, don't do anything (the leader will take the issue on) or ask the leader what to do (he will demonstrate for sure what to do). Win-win !Business leaders often think they "teach" or share their knowledge by showing what should be done. Leading by example is great but leading by handing out the "right" solutions is not helping your team. What to do instead ? Ask them questions ... Not questions like "Why don't you do it this way ?" which is an implicit solution, but genuine questions that make your team member think. And once they start thinking ... stop ! Let them think, and react, and adapt what they are doing. If they don't act on their thinking, they are not learning, and you are probably wasting your time with them (as they are with you). If they do, they are learning and they will address future issues with a higher level of experience.
Stop chasing the monkeys. You may think you are solving problems (and you are) but you are stopping your people from thinking, learning and growing. And there's too many monkeys to fit on your shoulders, however broad these are, anyway !
Subscribe to:
Posts (Atom)