Leading Through Questions

Image Credit: TSD Studios on Unsplash

As leaders, we’re often trained to focus on finding answers. We’re expected to solve problems, make decisions, and provide direction, especially when there is uncertainty or differing opinions. 

But finding answers assumes we truly understand the problem. Too often, leaders rush to solve the wrong problem simply because they didn’t pause long enough to ask the right questions.

In a world where information is everywhere, answers are easy to find. What’s rare, and more valuable, is the ability to ask the kinds of questions that uncover insight, reveal blind spots, and get to the root of the issue. 

As discussed earlier, the foundation for asking questions comes from being curious and one of the ways to help us remain curious is by asking questions. 

However, not all questions serve the same purpose. The key is learning to use different kinds of questions depending on what’s needed at the moment. The following four categories of questions can guide you in developing the skill of inquiry.

1. Evidence-Seeking Questions

These questions help you identify what’s known about a problem and where there are holes in your understanding. They separate assumptions from facts and keep you from making decisions based on emotion or habit. Evidence-seeking questions clarify your understanding and reveal where you need more information.

Examples:

What data supports our conclusion?

What are we certain about, and what’s still unclear?

Who is closest to this issue, and what do they see that we might be missing?

What information could change how we understand this?

By focusing on what’s true, evidence-seeking questions ensure you’re solving the right problem. This disciplined approach keeps energy directed toward real issues rather than perceived ones.

2. Exploratory Questions

Exploratory questions expand thinking, spark creativity, and invite alternative viewpoints. They help teams reframe problems and move beyond the mindset of  “This is how we’ve always done it.” This makes space for innovation and fresh ideas.

Examples:

What would we do if we could start from scratch?

If there were no limits or barriers, what would we try?

What opportunities are hiding inside this challenge?

What haven’t we tried yet that might make a difference?

Whose perspective could spark a new idea here?

What could we borrow or adapt from another industry?

By helping teams break through stuck points and see new possibilities, exploratory questions move discussions from defensiveness to curiosity and shift the focus from what’s not working to what could work.

3. Action-Oriented Questions

Action-oriented questions move ideas from concept to implementation. They create accountability, momentum, and identify concrete next steps.

Examples:

What’s the first step we can take right now?

Who needs to be involved to make this happen?

What obstacles might get in the way? and How can we remove them?

What does success look like by the end of this week or quarter?

Who will do what, and by when?

These questions transform insight into execution and discussion into results. This builds momentum and enthusiasm for the team.

4. Reflective Questions

Reflective questions help individuals and teams assign meaning to their experiences, learn from them, and make improvements. Reflective inquiry builds a culture of learning rather than blame.

Examples:

What worked, and why?

What didn’t go as planned, and what can we learn from it?

What assumptions did we hold that turned out to be wrong?

How will we apply what we’ve learned next time?

By fostering introspection and insight, reflective questions encourage learning and growth, not just about the work but about ourselves as leaders.

It’s important to remember that no list of questions is ever complete. And so, the most important question to keep asking is: What other questions should we be asking?

In our next post, we’ll explore how to choose the right kind of question at the right time.