generally has several things in common: (1) not superficial or just factual (although that can be a follow-up to factual questions), (2) it has several relationships with our daily lives, and (3) it challenges us to give more responses rather than just a response that doesn't require a lot of thought.
Straightforward. You will get the same type of answer and probably the one you need. Just hit it. Let your soul express its desires and feelings.
Ask the right type of question
The word "empower" is spoken in such a way that people can be forgiven for ignoring what really means: inspiring someone with strength, to instill in themselves a sense of strength and efficacy. "When the boss asks for subordinate ideas, he sends a message that they are good - maybe better than hers. Individuals get confidence and become more competent, "said Michael J. Marquardt, a professor of human resources and international relations at George Washington University (Washington, DC) and author of Leading with Questions: How Leaders Find the Right Solution to Know What What to Do Ask (John Wiley & Sons, 2005).
But an empowering question does not only convey respect to the people who are the target. This really encourages the development of the person as a thinker and problem solver, thus providing short-term and long-term value: short-term value produces solutions to problems faced and long-term value gives subordinates the tools to deal with similar problems in the future independently.
A debilitating question, on the other hand, underestimates the trust of the person being asked and sabotages his appearance. Often, this type of question focuses on failure or betrays that the questioner has an agenda.
The most effective and empowering questions create value in one or more of the following ways:
They create clarity: "Can you explain more about this situation?"
They build better working relationships: Instead of "Do you make your sales goals?" Ask, "How do sales go?"
They help people think analytically and critically: "What are the consequences of going on this route?"
They inspire people to reflect and see things in a fresh and unpredictable way: "Why does this work?"
They encourage breakthrough thinking: "Can it be done in another way?"
They challenge the assumption: "What do you think will be lost if you start sharing responsibility for the implementation process?"
They create ownership of the solution: "Based on your experience, what do you suggest we do here?"
Create a culture that embraces questions
To develop a culture where questions are widely used to create value, start by letting the report know right away that you value their query. "For example, tell them to ask their best questions in their performance appraisal," said Marquardt. This may be a question posed last year that leads to new ideas and solutions for the company or questions they want to ask during the review to improve their own effectiveness and the unit or team.