Are You Asking the Right Questions?

When you ask the right questions you receive much better answers in return. I mention that because it’s very challenging to lead people that you do not know. Knowing them requires consistent communication with them and questions are one of the most effective communication tools a leader has.

If.

If they are asking the right questions. As a leader one of your primary responsibilities is to help your people grow. To grow into their potential, to grow into their goals, and to grow into a leader, if that is one of their goals.

Most leaders would agree with all that but here’s the problem. Too few leaders have asked the people they lead any of the questions that would help them understand the goals of their people. Too few leaders ask their people how they can help them stay motivated long enough to reach their potential.

As Clarence the Angel learned in “It’s a Wonderful Life” you have to know something about someone if you’re going to help them. That “something” goes way beyond their hire date, their employee number and their job description.

Leadership is about people. Failing to know your people can cause you to treat them as if they were just another thing in your organization, like a computer or lift truck. They are not things! They are PEOPLE, with wants, needs, issues, hopes and dreams…just like you.

As a leader you must make judgments about your people. As as leader you cannot be judgmental about your people. (If you’re an Authentic Leader you understand the difference) You cannot exercise good judgment about your people without information about them. The best way to get that information is to ask them directly.

That is why I recommend you conduct a periodic innerview with as many of your people as possible. No, I didn’t misspell that. I don’t mean interview. An interview is what you do when you’re trying to hire someone. An innerview is what you do when you’re trying to help someone grow.

Innerviews are quick. 5 minutes or so to ask how someone is doing. Ask about their goals, both personal and professional. Ask about how you can help them. Ask how the organization is doing for them. Ask what you could do to make their job more efficient. Ask about their family and life outside of the workplace. Ask any or all of those questions as time permits. The purpose of those questions is to get an inner view of your people so you’ll know how to help them.

Ask those questions even if your people are a little confused or surprised by them. Once they realize that you are sincerely interested in them as people their answers will improve. So will your ability to help them grow.

Now, here’s why most “leaders” tell me they can’t ask these questions….they say they don’t have time. They often say that immediately after telling me that their people are their greatest asset.

All I can conclude from that is that they intentionally invest their time in less important things than their “greatest asset.”

That does not sound like an effective leadership strategy.

Can you slow down enough to invest critically important time with your people to ask the right questions? If you’re in a leadership position and you truly want to lead then your answer to that question must be a resounding YES!

The Goal of Accountability

I’ve met a few people who said they enjoyed being held accountable. To say I’m a bit skeptical about anyone truly enjoying accountability would be an understatement. I don’t believe anyone really likes it.

But here’s something else I believe about accountability… every single person I’ve ever met performs at a higher level when they are accountable to someone or something.

Leaders who truly care for their people hold them accountable. They hold them accountable to help them reach their potential. They key word in that previous sentence is “help.” The goal of accountability is to help people. To help them grow. To help protect them from the destructive pressure of procrastination by replacing it with the constructive pressure of accountability.

If you’re a leader who feels it is more important to be liked by the people you lead then it is to hold them accountable, then you’re a leader who has a fatal flaw. You may care about your people but you’re not demonstrating that you care for them. It is likely that you are attempting to manage your people rather than lead them. That too is a fatal flaw, in fact, it is the most fatal of all leadership flaws.

All leaders care about their people. They want them to show up for work, they want them to follow directions and they want them to accomplish whatever tasks are in their job descriptions.

Authentic leaders care for their people. They show it by helping them become all that they can. They show it by believing in their people even when their people might not believe in themselves.

Lessor leaders see holding people accountable as something you do TO them. Authentic Leaders know holding people accountable is something you do FOR them.

If you’re a leader who is allowing your people to produce mediocre results then that’s all you will get from your people. If you’re a leader and the people you lead are producing mediocre results then it’s overwhelmingly likely that you are a mediocre leader…or worse.

The good news is, you, and your people, can grow out of mediocrity.

Great leaders all know that holding their people accountable to accomplish ALL that they can is one of the kindest and most leader like things they can do. Their people may not understand that as they are being held accountable but when they look back on their success they quickly figure it out. Even if they don’t want to admit it.

If you have the audacity to call or even think of yourself as leader then you must help your people achieve all that they possibly can. You don’t do that by being buddies or besties, you do that by believing in them and by helping them believe in themselves.

That’s the goal of accountability!