2 small questions, 1 BIG difference ...

Two simple words can lead to a wealth of information about your leadership style and those around you. Two little questions that you are asked as a leader, on a daily basis – probably hundreds of times. By simply noticing who within your organisation answers these questions, will enrich you with some very useful information.

Let’s start with WHAT?

‘What direction are we going?’ ‘What is the key aim of the organisation?’ ‘What is the most important priority?’ Using the WHAT word, is a cry for clarity and direction. Those that answer the WHAT questions will be tend to be the one(s) driving the direction, clarifying the position of the organisation, communicating the goals and priorities of the organisation – the leader(s), in simple terms. The answers will come from people who have clearly got the picture, who know what is to happen, to be expected and have thought through the purpose of the organisation. The more clarity and consistency that there is in the answer to this question, the greater the vision will be in the minds of those around you.

As an graphic example, Let me remind you of the beginning of the Epic Film, Gladiator, in which General Maximus shouts ‘Unleash Hell’ (there is the WHAT) – there is no question as to what is to happen next, and who is taking command and leading!

So within your organisation, who answers most of the WHAT questions in the top team? Is it you? Is it a combination of people? How does this analysis compare with their responsibilities – ie: who is leading the organisation?

Second question – HOW?

‘How do we get there?’ ‘How do we do this?’ ‘How long will it take?’ ‘How can we tell them?’ Here lies a completely different style of question, and different knowledge base in answering it. In answering the HOW question, people start to think through the challenge, to own it, and take on some personal involvement.

It is quite normal to expect considerable debate around HOW, as there are often several ways of doing things to get to the same point. As they say, there are several ways to skin a cat. The more debate – the more ownership, in its simplest form. Conversely, if this question is answered for them, people will simply ‘do the task’, and not feel the need to take responsibility for it. It can disable creativity and the drive to accomplish, if they have simply been given the answer to HOW.

So – as a leader, how often do you answer the HOW? And how often do you leave it to your team? Being passionate about a goal makes it extraordinarily difficult not to answer the HOW questions, but is it really your role as a leader to do so? Are you giving the teams the opportunity to tackle, own and enjoy a challenge – to ensure success of the ‘WHAT’, or are you supplying too much of the HOW?

Many Senior Leaders of the British Armed Forces have recently been through an education process to move away from ‘Command and Control’ style of leadership, as they recognised that often the troops on the ground had a much great idea of ‘HOW’ to do something. It was more important as Leaders to ensure that they had painted a clear vision of ‘WHAT’ was to be achieved, rather than answer ‘HOW’. Easier said than done for many, as that element of losing control was deemed a risk. But it was richly rewarded in innovation and personal ownership – ie the job got done quickly and more successfully in many cases.

Set yourself a goal at the next opportunity, to actively seek out when you answered HOW? and WHAT? Is this a normal pattern, is this appropriate in terms of your role, and aspiration of you and your teams? What about the other members of the team? What would happen if you did not supply an answer to either one? – try it out and see who takes on the gauntlet!

Until next week

Kate Tojeiro is an Executive Performance Coach at www.x-fusion.co.uk