How Leaders Know The Right Questions

How Leaders Know The Right Questions To Ask Themselves And Of Others

Perhaps the most important aspects of the learning process are the very basic intuition factors of inquiry. Well, I am sure you are probably saying by now; I know that; but, did you know there is actually an art to that whole concept of inquiry, examination, exploration, I think you might get what I mean. You see in the process of developing yourself one has to constantly be putting to question the goals of your vision. One needs to assess the objectives to your goals and review your expected outcomes to the actual output of your performance accomplishments. Further, the inquiry that takes place in the learning phases to establish a path for developing a hypothesis is quite different from the investigatory process involved with the self searching process; for example one is with the intent of a specific driven purpose on “buying my product or idea” while the other has an intent to formulate a theory for the purpose of identifying unresolved issues.

Now, many have asked me Dr. Baiz,: “I don’t know how to ask the right questions can you help me with that”, my first response, to individuals whom pose that question to me, is: for what purpose are you seeking to ask specific questions. To who and why are you asking those types of questions of a particular situation in the first place. Most all inquiries have an intent variable that is the core motivating factor behind the whole concept of the “gathering of information.” Additionally, keep in mind there are different styles in the talent of information gathering and inquiry; one is personal assessment information such as: How does that make you feel? How long have you felt like that? What do you think can be done about that? Who do you think can help you reach your goal? The other inquiry style is more of an aggregate historical background assessment such: How long has this been going on? When did you notice something was going wrong? What do you want to do about the situation? Do you have any recommendations for a plan of action? There are various styles of inquiry from a behavioral standpoint, as well, to stay astute about, for example one could be calm, mellow, friendly obtained information; while the other could be: a straight forward, cold, no nonsense approach like an abrupt FBI inquiry; where the office get shut down under lock-up and doing their job on an investigation.

So now let’s discuss issues that one might be working on in the process of self improvement, leadership development, business development, etc. has there been a method of self review in posing the right questions of oneself. Can you reach your goal within your vision? Is your goal reachable? Is it possible that you set your goal to high? What is the timeframe for your goal reaching endeavors? Who is going to be part of the team that will help you reach your goals?

A major mistake many commit, before embarking on an improvement plan or augmentation plan professionally is failing to ask on the pertinent questions of clarity. Many times individuals venture on to a professional venture without a clear understanding of their particular undertaking which could be a catastrophic experience down the road. One needs to conduct a feasibility review of the probabilities of a venture; there needs to be some form of a percentage estimate of your success rate. Many times individuals pursue a venture based on: gut feeling, talk, ego, and talk themselves into a position of no return. Understand your strong points and work on what you know are the factors that pose a challenge to you and let your vision be the beam for your drive.

By: Dr. Richard C. Baiz, D.B.A.