How to ask like a leader

Blogging Leadership Leader Entrepeneur
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Managers have the power to build up or tear down an employee’s self-confidence.

A mutually beneficial relationship with your employees is essential to progress.

How we provoke that progress in each other is so simple we often stifle it with our own complexities.


Why would you ever waste your time with redundant questioning?

You have an obligation as a leader to make those who support you unsettled and bring out a certain primal ability to problem solve.


Principle-centered leaders exhibit characteristics of a servant-leader.

In practice, we accomplish this is through meaningful questions.

Instead of
“Why isn’t this done on time?”
We ask
“What can we improve upon?”

Principle-centered approach to questioning triggers our desire to help but has lost its potency through its utility of control.


Controlling your employees might work if you truly think they bring no value to your operation. If this is the case then certainly they could be replaced with machinery.

This is what has sparked a decline in menial jobs and rise to automation. Poor leaders don’t tap into the value of their employees.

Manager-Employee relationships become one-sided through a lack of intent to get real answers

Primal Questions are beneficial only when they provoke thought and we can learn from this as leaders not only in the workplace but by making all of our relationships beneficial.

This only fails when it is done with no intent to bring out new ideas.

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