How To Stay Out Of Problem-Solving Mode As A Manager
Harness the Power of Open-Ended Questions To Empower Your Direct Reports
As a Manager, it can be tempting to go into "problem solving mode" where you start to ask close-ended questions "is it this… did you try that?"
You want to ‘leave the ball’ in the hands of your direct report. You do this by asking "How would you like to proceed… how can I help… what do you need.” This let's them hold the mic, learn to problem solve and remain accountable.
Your Direct Reports will come to see you as ‘helping them think through’ a tough problem… rather than being the fixer they just bring stuff to / lazy way of living.
Many of you have heard about two types of questions:
CLOSED-ended questions begin with Is/Can/Does.... and elicit a yes/no answer:
"Can you meet for drinks at 5pm?"
OPEN-ended questions begin with What/How... and will not produce a yes/no answer:
For example, "How is 5pm for drinks?"
While closed-end questions are useful for science and lawyers, they limit your effectiveness in the real world. The difference in the psychological effects of the two question styles is profound:
Closed-end questions have the effect of "cornering" the receiver who must respond within your framework. This triggers defensiveness in both of your brains, which often causes things to feel tense, or causes you to get stuck. Many people who want to fix and help their clients ask endless yes/no questions to try to find an answer. You are working too hard!
Open-ended questions empower the receiver to share their point of view. This taps into the creative / solution-oriented part of the brain. These questions allow both sides to contribute to the discussion. Most importantly, they keep the brain out of defensive fight/flight, where the creative problem solving voice has no say.
How are you asking questions?
#privateequity #executivecoach
Further Reading
Master Coach Ed Batista: Scott Ginsberg on Asking (Better) Questions