As a husband, one question that always makes me nervous is – In a year from now, what do you hope has changed? This question digs deeper than just uncovering any recent inconsiderate remarks I have made or recalling a stressful entry into the house from a long day of work. The answer always reveals something significant and important. I still fear this question. t is hard to ask.
Here are the top 4 questions that leaders are afraid to ask:
- How am I doing?
- From your perspective, was I right or wrong?
- What should we be celebrating?
- Imagine we are sitting here a year from now – What one thing do you hope has changed? (it is just not significant in relationships)
It is hard to ask questions that, when answered truthfully, will put us in a position to have to make a change. You might be wondering about #3. In a world where leaders strive to move things forward and often see problems piling up faster than problems going away, celebrations often become barriers to doing work. Is fear the reason? Maybe not. But if the outcome is the question does not get asked, does the reason matter? I thought it worth including.
It is hard to ask questions that will likely result in someone criticizing something we did or adding more work to an already full day.
It is easier to get lost in our work, to do lists, or superficial conversations.
To combat this, it is important for leaders and organizations to develop HABITS that provide an opportunity to listen. Things like:
- Yearly employee engagement surveys
- One on one time every two weeks.
- Frequent Breakfast with the CEO events.
- Yearly/Quarterly performance discussions.
Of course, you could ask the single question or do the employee engagement survey, then do nothing with the responses. Is this more harmful than not asking the question? I have an opinion, but what do you think?
Do you have any other difficult questions to add to the list?