Questions to Inspire Stronger Engagement
The right ones unlock more of what you as a leader an organization are seeking
It’s far more common for us to communicate directives at people instead of showing genuine curiosity and asking questions to learn and build professional relationships for the betterment of the mission and the organization.
Sho Dewan, a career specialist, wrote about four specific questions that can be used to help leaders get more of what they need and want from their people.
One finding that he brought up may or may not surprise you. Did you know that, “according to a survey by Interact, 69% of managers find it uncomfortable to communicate with their employees?”
That’s a high number, too high most leaders and employees would reasonably argue.
That’s why stronger communication is not only beneficial, it’s necessary.
“By asking the right questions,” Dewan wrote, “you’re building a safe space where your team can be honest, comfortable and fully engaged.”
Leaders are expected to have engaged employees and teams. Success is dependent on this task and accomplishment. Organizations have people dedicated to helping drive engagement for the purpose of accomplishing objectives and the mission.
Dewan presented his questions that he asserted “can help you build a stronger relationship with your team members and achieve your goals together.”
He stressed relationship quality as a task because, “An effective leader doesn’t just ensure that the team’s objectives are met. They also make an effort to know what their team members want to achieve.”
It’s logical that this carries mutual benefit.
What Do You Want In Your Career?
“By asking your team what they want in their career, you can give them projects and responsibilities that will bring them closer to their aspirations,” Dewan wrote. “This helps them maximize their strengths and also focus on areas they want to improve.”
That is a win for leaders, the team and the organization, he stated.
“As they enjoy and find meaning in what they do, they become more motivated to contribute not just to their own goals but to the team as well,” Dewan communicated.
This makes sense because it’s smarter to help inspire people by working with them to move towards their goals by helping you achieve what you need done.
That’s intrinsic motivation being mixed with the necessary extrinsic motivation.
What Is Your Preferred Working Style?
“One challenge of being a leader is managing people with different personalities, backgrounds and preferences,” Dewan wrote. “But the key is understanding how each team member likes to do their work.
“Some excel when working independently, while others prefer to collaborate in groups. One thrives with plans and steady pacing, while another might work best under pressure.
“One team member might be more productive with the music on, while another prefers a quiet environment to focus on tasks.
“While you may observe their working styles later, some aren’t always obvious. So, skip the guessing game and ask your team members directly. This way, you can easily give them the support they need.”
He admitted that you may not be able to satisfy every person’s preferences and that’s ok, of course. Focusing, Dewan said, on “knowing your team members better and finding a middle ground” is still helpful and has valuable benefits.
Helping more of your people work in their preferred working style is likely, in most cases, going to result in more productivity, more consistently and lead to more contented people.
No, not all preferred approaches accomplish objectives, lead to work being done as needed or are in congruence with what other people need to do their jobs.
That is understood. However, when preferred work styles can work well for the employer, leader and teammates, it can be a “win” individually and as a collective.
What Are Some Areas You Want To Work On?
“Leadership isn’t just about delegating tasks; it’s also about helping your members realize their full potential,” Dewan explained.
“You can achieve that by asking them what specific areas they’d like to focus on.
“Whether it’s hard or soft skills that they aim to develop, you can give them more opportunities to work on those areas.:
This excites a person’s mind, encourages deeper emotional investment in projects and the mission and helps an employee see that what they want, other than compensation, matters and can fit into the organizational expectations and needs.
If You Could Do Anything In The World, What Would It Be?
This question may seem unnecessary or unworthy of time, yet Dewan disagreed.
“By raising this question, you’re more than just a leader focused on outputs and numbers,” he wrote. “You’re the kind who genuinely cares for your team’s growth and well-being… asking them something even beyond work can help you build a stronger and more authentic relationship.”
This may have benefits for the leader that they haven’t even considered.
“You can then be more thoughtful and strategic when assigning tasks and giving opportunities,” Dewan wrote. “And if you feel that your members will feel more fulfilled doing something else, encourage them to pursue it. That’s a sign of mature and sincere leadership.”
Read message boards, especially LinkedIn, and you will see how many employees long for these types of questions, meaningful conversations and caring from the people for whom they invest in and work.
“While you’re expected to be strong, smart, and decisive as a leader, you should also learn to ask powerful questions and take time to listen to your team members,” Dewan recommended.
“By knowing them on a deeper level, you can build more harmonious relationships and support not just the team’s goals but their personal and professional growth as well.”
It makes sense that, in most cases, harmony in relationships and team members feeling valued and cared for as professionals and people will increase the likelihood of desired, stronger engagement in their work, easier leadership and greater value for the organization.
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Why Your Communication Filters are Important to Understand
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Had a manager who actually asked me that last question - 'if you could do anything in the world.'
It turned out he was just trying to determine if I was a flight risk. The questions only work if you're actually prepared to do something with the answers.
Happy Tuesday Michael.