How do you ask a really good question?
Recently I was asked to facilitate a workshop around how to improve the effectiveness of Learning & Development. And for me, being in the business of behavioural change, one of the answers lies in being able to ask an awesome question!
A well structured, provocative question can help to unlock a whole range of self- (and peer-generated) answers. They can lead to rabbit-holes of reflection, taking people into the past, or the future. The really powerful ones can question deeply held beliefs and assumptions, helping to shift mindsets, attitudes and the actions that come from them. And the realisations and insights they can trigger can help fellow participants to do the same.
So, how do you know if you’ve asked a great question?
Well, for me, it’s the second-long pause and the head-tilt that comes right afterwards… This is usually because the question is non-binary (and therefore can’t be automatically responded to). This means that the respondents are not responding because they’re actually asking more questions of themselves.
How about some examples?
Well – ask yourself some of these random questions:
- When did you learn your biggest [life/work] lesson?
- Why exactly do you do what you do [for a job]?
- What would make the biggest difference [in this situation] for you right now?
- What holds you back?
- Why haven’t you left your [job] yet?
- What do you mean by [that statement]?
- What’s not being said?
- What are you afraid of happening?
- What gets in the way of you being your best?
In each of the above, an instinctive response is harder than questions like “what did you have for breakfast?”, which are binary and automatic. These ones need self-asking sub-questions that lead the respondent down branches in the road and push them into cognitive alleyways.
All of the above unlock insight, provoke thought, inspire stories and enable learning… Both from the respondent and those that are with them in the room.
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