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“Perfect! Succinct! Valuable! A library of business self-help books have been written without being as lucid as your piece. Thank you for an article that has already been clipped and pinned to the wall.”
“The article was great about being intentional and focusing on the goal, rather than the obstacles. This article is quiet poignant. I am motivated and revitalized by your communications. They always seem to be quite timely and applicable.”
Rx: A dose of inspiration
The Power of a Good Question
An employee walks into your office with a problem. He outlines the challenges and obstacles he is facing on his project and asks for your advice. If you are like most managers, your first impulse is to offer a solution.
While that may be an appropriate response in some instances, and most certainly the most expedient choice (assuming your answer is feasible); it’s not always the most beneficial reaction for the employee, the problem or for your business.
One of the most effective ways to approach any problem is with inquiry. Good questions trigger our imagination and our creative thinking. They invite us to explore more, dig deeper and be more resourceful. Good questions put people in the drivers’ seat and generate optimal solutions.
They engage and empower employees to take initiative and build their own problem-solving capabilities.
So what makes a question good? Are there inherently bad questions?
Team Building: Listening Skills
“Love it!! This is 100% on-point and quite an encouraging article. It definitely helped me think about what I am saying today and ensuring that the “why” comes through loud and clear.”
Can I Give You Some Feedback?
Ironic how this well-intentioned question almost universally stirs up resistance. Anticipating a negative statement, our defense mechanisms get triggered. And yet, to cotinue to grow; to create the environment of a learning organization, we must be able to regularly give and receive constructive, real time feedback.
The most valuable feedback is clear, concise, and candid. It's delivered with respect and with the intention of getting in front of an issue together to improve performance and/or relationships.
Providing regular feedback establishes clear expectations, direction and support. Done well, it reduces ambiguity and frustrations while building trust. When a company has a culture of regularly providing feedback, members of the team know where they stand at any point in time, not just during their annual review. It creates a dynamic that says you will address issues promptly and not tolerate mediocrity; all while perpetuating growth.
Read more on how you can provide the kind of feedback that inspires positive change!
“Just wanted to provide an update on our leadership group and health of the company. Since our meetings with you we have met our monthly goals all year financially and been able to bonus and do distributions. We communicate effectively with one another, and everything seems to be running smoothly. Thanks for your insight and thoughtful approaches to help us succeed.” - Partner, Professional Services Firm
Business Therapy library:
(Also published monthly in the Daily Journal of Commerce)
Can we declare a breakdown? Getting unstuck and re-invigorated!
Team Dynamics - A source for good or the seeds of dysfunction?
What drives your decision-making?
The Power of Habit - What patterns are defining your organization?
Cultivating Potential - One (Good) Employee at a Time
Fuel Your Curiosity. Listen with Purpose.
Change is inevitable, but it doesn't have to be hard
Creating a Culture of Accountability
“Good piece! I would love to have you work with our Portland office on communication and shaping our culture as we prepare to move into our new office. ”
“I just wanted to let you know how much I enjoy your ‘online couch’. The line that really resonated with me was ‘redirect your frustrations to solution-oriented thinking’. I have a plan that is simple and achievable….looking forward to positive changes! Thanks for the advice!”
“The article on reframing question for better results is an example of how a slight tweak can make a big difference in extracting the best solutions out of a team. I’ve forwarded to others on the OD team.”
“I want to thank you for the kind words you said to me yesterday and for the ‘food for thought’ that you planted. You were inspiring to talk to and I felt like I could have talked for hours more. I look forward to receiving your newsletter.”