I am often called in to help senior executives forge more cohesive and productive teams. While every team has its nuance, I have a secret; at some point during the project I offer a small tip that works every single time. Best of all, you do not need special training, or a significant behavior or process change. You simply need to start conversations with your direct reports with this question:
What’s the most important thing for us to discuss today?
You might be thinking this is too simple to be effective. Don’t dismiss its simplicity. Let’s talk about why it works and how to ask.
Why it Works
There are several reasons why this question leads to more cohesive and productive teams.
- Shows interest. Kicking off a meeting with this question demonstrates a willingness to immediately set aside the manager’s agenda and shift to the direct report’s thoughts and work. Being heard builds trust and rapport, which leads to easier collaboration.
- Exposes ideas and concerns.Asking an open-ended question means that the conversation could go anywhere, including new ideas, or items that are holding the individual or team from full performance.
- Encourages prioritization. By asking to discuss the most important thing, the direct report knows he or she must start the conversation with the item most worthy of a collaborative discussion.
- Positions employee as thought partner. An open-ended question sets the tone of the conversation for exploration and collaboration. It removes the manager from a directive position and reinforces the value of the direct report. Creating an environment where people’s thoughts and ideas are valued strengthens bonds and paves the way for higher quality work.
How to Ask
To get the full value from this question, you need to make sure that:
- You are in a one-on-one focused setting.To get a candid answer you want to make sure that you and your employee are concentrating on the conversation and are not distracted or influenced by others.
- You are genuinely curious. This isn’t a casual question. It requires follow-up questions and examination, or you risk appearing disingenuous and your direct report may feel dismissed.
- You are willing to hear any answer. You may hear something that is surprising, disappointing, or possibly personal. Do your best to remain calm and professional, or you risk negating the benefits of this question in future conversations.
Ask this one question in your employee one-on-ones and you elevate the importance of what your employees think, increase the chances of richer conversations and reframe your role as manager away from directing and more toward partnering. Give it a try and take the next step toward stronger relationships and a stronger team.
Lauren Meagher, Managing Partner and Founder of Evolute Consulting, is an ICF certified executive coach and strategic advisor passionate about helping leaders and businesses accelerate performance distinctively. She founded Evolute to share her expertise in leadership, team development and execution. For additional questions and comments, Lauren can be reached at lauren@evoluteconsult.com
