Asking great questions is crucial to creating effective solutions and answers. Often, questions that do not target the key issue lead to answers that are incorrect or fail to resolve the problem. Leaders sometimes default to obvious questions. They neglect to probe deeper to uncover insights that could radically change their perspective. Consider the example of requiring team members to return to the office.
Numerous corporations have issued mandates for their team members to return to the office. During COVID, some organizations discovered a lack of communication, connectivity, and sometimes accountability as team members worked fully remote. Some leadership assumed that the solution is to have everyone back in the office full-time.
Is that really the answer?
First, I suggest that leaders are asking the wrong questions. For example, some companies have asked, “How do we know our team members are actually working?” This seems to be a question about productivity, but the core issue might instead be about trust. If leaders question team members’ productivity because they cannot trust them, that is a significant issue requiring a different solution.
Another question this raises is about the engagement of their team. If the team is not fully engaged in their work or accountable for results, what about the mission or purpose is lacking? Neither of these issues will be resolved by having people in the office.
Another great question would be to understand why team members are so reluctant to return to the office full-time. During COVID, many people experienced a better balance of life demands with work by being virtual. This does not represent a lack of commitment to their work but rather reduced stress from long commutes and juggling other commitments in the evenings and weekends.
A better question might be, how can leaders provide flexibility and give team members more choice in structuring their schedules? Empowering people to make decisions about their work and schedule demonstrates concern for their well-being as whole individuals. It also communicates trust in their ability to manage their work well.
Leaders must choose their questions carefully to more accurately define the issues and create the best solutions. Instead of alienating many talented team members due to back-to-office requirements, organizations could provide solutions that foster a great culture and engage their team.
