Ritual Questions Help Inform Effective Leaders
High-impact leaders are insatiably curious —
about themselves, the people who work for and with them, and the world in which
they operate and beyond. Inquisitive leaders are effective because building
knowledge and wisdom are essential to professional success.
Naturally curious people ask lots of
questions and take time to reflect on the answers. Even if you aren’t naturally
curious, you can build this type of reflection into both your agenda and the
agendas of your employees by asking so-called ritual questions (example: “What
have I learned today?”). Although ritual questions are not widely used in
organizational settings, they can be a simple tool for improving your
leadership skills and style.
Ritual
questions give your brain time to process the torrent of data you encounter
every day. According
to Colonel Eric Kail, the former course director of military
leadership at the U.S. Military Academy at West Point, this reflection “is an
effort to understand how the events of our life shape the way in which we see
the world, ourselves, and others.”
Taking time to reflect can feel
uncomfortable, but once you push past the fear of not being busy and realize
the benefits of a deeper level of thinking, you can linger longer on these
questions. Even taking time out for as little as 10 minutes of quiet thought
each day can help you tap into the vast stores of information buried in your
subconscious and open yourself to sometimes surprising insights. Using ritual
questions such as “When was I at my best today? When was I at my worst?” can
help both prompt and guide your thinking.
And although high-powered analytics can
generate reams of data, it is easy to fall prey to chasing the usual
generic-query suspects, such as conversion rates or viewership rankings, and
overlooking anomalies that can provoke deeper inquiry. Instead, a ritual
question such as “What do we know today that we didn’t know yesterday?” will
push you to probe more intensely. After all, “nothing” is not a satisfying
answer — and it likely isn’t accurate, either.
True leaders build capacity and capability in
people for tackling tomorrow’s challenges while meeting today’s goals; it is a
matter of cultivating performance rather than simply extracting value.
Answering ritual questions will help build the self-awareness necessary for growth
in both you and your team.
Here are four ritual questions that I have
found most useful for leaders to ask themselves:
• “What encounter did I handle
particularly well today and why?”
• “What encounter do I believe the other person in the exchange thinks I handled well and why?”
• “What encounter did I handle poorly today and why?”
• “What encounter do I believe the other person in the exchange thinks I handled poorly and why?”
• “What encounter do I believe the other person in the exchange thinks I handled well and why?”
• “What encounter did I handle poorly today and why?”
• “What encounter do I believe the other person in the exchange thinks I handled poorly and why?”
By exploring both positive and negative
experiences from multiple perspectives, you develop a more nuanced and
dimensional understanding of your strengths, weaknesses, motivations, and
fears. Such exploration will also help you navigate the constant pull between
being who you are as a leader and who others need you to be.
And while ritual questions are asked
regularly, they are not cookie-cutter. Answering them must require thoughtful
consideration. The best ritual questions are open-ended in order to promote
contemplation and discovery. “How are we progressing against the sales goal?”
may be regularly asked, but it does not rise to the level of a ritual question
any more than “How’s the weather?”
If daily practice is too much for you, try
setting aside time for asking weekly ritual questions — doing it any less
frequently will make it harder to detect recurring themes and engage in timely
follow-up. If, however, you have standing biweekly or monthly meetings that
can’t be made more frequent, weave ritual questions into these, and carve out
some time in the meeting intervals to check in with yourself. The important
thing is to establish the discipline and experience the benefits.
Integrating ritual questions into team
meetings and one-on-one meetings with your direct reports can help everyone
become more self-aware and grow.
One-on-one ritual questions inform
performance management and alleviate the pain of a once-a-year assessment.
Include questions such as “What have you accomplished since we last met?”
“What’s challenging you?” and “How can I best help you meet that challenge?” in
each meeting. When well-documented, the answers comprise a record of
achievement and a roadmap for development. These particular questions frame
your relationship as one where success is celebrated and obstacles are openly
discussed. It gives you the opportunity to intervene early where necessary and
provide needed ideas or other resources. As you continue to ask these questions
over time, their ritual nature encourages your subordinates to reflect in
preparation for meeting with you.
With your team, ask group-oriented versions
of these questions, such as “What can we learn from a collaborative success
from the past week?” or “What obstacle can we only overcome together?” These
not only spur conversation but emphasize why you are meeting, and working, as a
team.
Don’t relegate your leadership development to
periodic courses or workshops (as useful as those can be). Expanding your
capacity and capability as a leader is an ongoing endeavor. Using ritual
questions will create frequent opportunities to hone your skills, deepen your
understanding, and increase your impact.
Eric J. McNulty
http://www.strategy-business.com/blog/Ritual-Questions-Help-Inform-Effective-Leaders?gko=6c369&utm_source=itw&utm_medium=20160823&utm_campaign=resp
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