Fayoumi: Questions are the key to meaningful results
While spending time with young kids over the holidays, I couldn’t help but marvel at their endless curiosity. Why? Where? What? How? Who? Simple, yet powerful door openers to information, knowledge, and power.
Although kids are notorious for asking bold, tough, sensitive questions (sometimes on topics that their parents would rather not discuss), adults tend to be more cautious, tentative, and selective with their inquiries. Yet, mounting evidence from many experts suggests that questions frequently hold the key to helpful answers — and meaningful results.
In my career in human resources and as a business leader, I have interviewed hundreds of candidates over three decades. While many job applicants have impressive work histories and respond well to job-related questions, I have found that the best candidates are those who ask the best questions.
While it’s easy to come up with a standard list of questions to ask a future employer, the questions that give candidates a competitive edge tend to be unique to the job, organization, and industry. These “differentiating” questions have been thoughtfully prepared based on research prior to the interview and demonstrate that the applicant is genuinely interested in determining if this is the right position and organization to pursue.
After an engaging interview with a qualified candidate, there is nothing more disheartening than hearing a candidate say, “I don’t have any questions.”
If interviews had sound effects, here’s where I’d insert the “gong,” or the “wah wah wah,” or the sound of a trap door opening and the candidate falling through.
It’s so disappointing and so unnecessary when there are always questions to be asked and knowledge to be gained. When will people learn that questions are a sign of strength, not weakness?
A recent study by Daniel Newton, assistant professor of management and entrepreneurship at the University of Iowa’s Tippie College of Business, showed that employees are more likely to have success by framing their suggestions to managers as questions.
By tapping into a style popularized by the game show Jeopardy, employees can come across as less assertive, which is especially effective when reporting to a dominant leader who likes to have all the answers and be right.
The technique is relatively simple to employ. Instead of saying, “I need an additional person for my team,” try asking, “Should we consider adding someone to my team?” While the difference seems subtle, the study reveals that it can lead to improved outcomes. When faced with questions instead of statements, managers are more likely to feel their expertise and position are valued. In the end, employee suggestions have a higher likelihood of receiving a green light … all by harnessing the power of the question.
As you can tell, I’m a super fan of questions. My parents, children, teachers, bosses, friends, and team members would all attest to the long list of questions I have at the ready in almost every situation. And I’m thrilled to discover that the benefits of asking questions are becoming well-known and that substantial evidence proves the incredible value of simply asking.
Everyone can reap the benefits of incorporating the art of questioning into their personal and professional lives. I encourage you to expand your knowledge and perspective by asking more questions. You’ll be glad you did.
• Mary Lynn Fayoumi is president and CEO of HR Source.