4 questions to increase a manager’s impact

Great managers ask great questions.

Today I’m sharing some of my favorites.  

Add them to your tool belt and write back and let me know what you notice.

The Support Question

What’s 1 thing I can do to make your life easier this week?

Why I like it: it helps the other person think more specifically so you are more likely to get an actual, tangible answer.

So often we ask, “what support can I lend you?”  Or we say, “let me know how I can support you.”

Both of those are broad and passive.

By asking for 1 thing that will make their life easier, we’re getting specific and active with our ask.

The Empowerment Question

What decision are you wanting to make here?

The context for this question is when brainstorming or problem solving with someone.  There are pros and cons, there are tradeoffs, and a decision needs to be made.

Rather than me making the decision, I want them to.

I want to build a team of decision makers who are confident in their decision making abilities within the business.  

By asking what decision they want to make, which experience has taught me that people tend to identify the good and reasonable decision, I’m able to empower them with an emphatic, “Yes, go for it!”

They get to own it and they get a boost in their competence AND confidence.  Win-win-win.

The Performance Question

What’s the bar of excellence you want to set here?

Most managers are told they need to set expectations.

I don’t think that’s fully right.

I believe managers need to create mutually understood expectations.  And you do that by involving people in the co-creation.

Rather than dictating what good vs great vs excellent will look like on a project or outcome, begin a co-creation process by asking.

Ask them what the look and feel will be when they’re done.  Ask them what excellent will be and what bar they want to set for themselves.

“But Katie, what if they just describe the bare minimum?”

A) Most people won’t.

B) Time to uncover if there’s a competence or confidence challenge.

C) You have an opportunity to help them believe in what’s truly possible.

D) Would you rather know at the start or be disappointed when they share the outcome?

The Development Question 

What’s 1 area you want to be more competent or confident in 6 months from now?

Why I like it: again, specificity.  Plus, competence and confidence are two different things and are often overlooked in the scope of development conversations.

This question also keeps folks focused on development, not simply promotion, and maximizes alignment on development.

There you have it, 4 powerful questions to strengthen your impact with your people:

• What’s 1 thing I can do to make your life easier this week?

• What decision are you wanting to make here?

• What’s the bar of excellence you want to set here?

• What’s 1 area you want to be more competent or confident in 6 months from now?

Give ‘em a go and report back!