I just finished reading the book, “Change Your Questions, Change Your Life” by Marilee Adams, Ph.D. Without rehashing the story, the main takeaway I got from the book is how important it is to ask the right questions.
This concept is very applicable to your role as a leader. For example, I’m working with a human services department who is struggling with low morale and underperformance by some of the front-line workers. Some of the questions they have already asked themselves are what Adams would call, “Judger” questions. Some examples of Judger questions are, “Why can’t the line staff do their jobs professionally?” ”Why is it so hard to hold employees accountable?” ”What is wrong with our program that’s leading to low morale?”
When you read these Judger questions, what do you feel in your body? Tight stomach, stiff shoulders, and tight jaw are common bodily reactions to questions that are essentially reactive and blame focused.
Adams defines “Learner” questions as open ended questions that are solution focused and win-win relating. ”What are the front line staff thinking, feeling and wanting?” ”What assumptions are we making?” ”What does it mean to hold someone accountable?” ”What’s possible in our department if everyone is working well together?”
When you read these questions, how do you feel? You may feel lighter in mood, optimistic, and open to new possibilities. By asking Learner questions, the leaders in the human services organization were able to imagine the program working they way they wanted it to. The defensiveness and blame were eliminated and staff were able to participate in the process more freely. They still have work to do in implementing the changes they envision, but through asking the right questions, the staff are engaged, motivated, and hopeful that the department can make a positive change.
As you work within your own department, what questions are you asking? I challenge you to ask Learner questions rather than Judger questions and observe what happens.