Questions to Improve Leadership Skills

When stepping into a new role, I don’t just ask for performance objectives—I ask people what they hope I’ll do… and what they fear I’ll do. These two questions open the door to understanding unspoken expectations and underlying concerns—insights that often matter more than what’s written in the job description. I also love Marshall Goldsmith’s “feedforward” approach: asking future-focused questions like, “What’s one thing I could do better the next time I lead a product launch?” It shifts the conversation from critique to possibility, and creates space for growth without defensiveness. Imagine if, instead of reacting to vague feedback like “be tougher,” we calmly asked: “What would being tough enough look like to you in that context?” Curiosity, not certainty, is often what drives great leadership. #LeadershipDevelopment #CareerGrowth #EmotionalIntelligence #Feedforward #Coaching

When I was a leader, there was a time that I thought that improving my coaching skills meant giving better advice and moving quickly to solutions 😅. I was wrong. The first thing they teach in coaching certification is this: Coaches don't give advice. Instead, we believe that the coachee is the best person to solve their own problems as it helps them take ownership, builds creativity and fosters resilience. When I see leaders made this coaching mindset transformation, too, they get better growth, creativity and results in their teams. Here are three shifts you can make to improve your coaching skills as a leader: ➡️ SHIFT 1: Transform from hearing to intuitive listening. Intuitive listening is hearing a person fully beyond their words at face value. It is that little jolt, nudge or zinger you feel inside when you sense something is off, not lining up or maybe information is being withheld. You can ask questions like: ❔"I have a hunch there might be a deeper worry here, but tell me otherwise?" ❔“How long has this been a concern for you? Why is that?" ➡️ SHIFT 2: Move from problem solving to problem identifying. So much “coaching” is fruitless because leaders are too quick with advice or getting into action that we solve the wrong problem. Here are questions to help you get to the root of the issue so you solve the RIGHT problem. You can ask questions like: ❔“Why would it be so bad if XYZ happened?” (Points you towards the worry or belief holding them back) ❔“If you could make XYZ happen, what are you hoping that helps you avoid?” ➡️ SHIFT 3: Shift from telling to asking. Once the problem has been identified, it can be so tempting to unleash all of the brilliant advice that you've been holding back ;) However, great coaches know that asking the client/coachee how THEY'D solve the problem leads to better creativity, results and ownership. You can ask questions like: ❔What's been your current approach to solving this? ❔What else could you try? ❔What worked when solving another similar challenge? ❔How could this be happening FOR you? TRY THIS NEXT: In your next coaching conversation, ask one more question that you normally would before jumping into action. What coaching strategies have you tried to help you ask better questions and refrain from jumping in to solve the problem?

The Most Expensive Leadership Mistake? Asking the Wrong Questions. After decades of coaching first-time leaders, I've learned: Most aren't failing because they lack skills. They're struggling because they're solving the wrong puzzles. You obsess over "how to lead" before asking "how do I impact?" You chase productivity before understanding psychology. You seek control before building connection. Great leadership isn't about having all the answers. It's about mastering the art of asking the right questions. Here's the framework that transforms good managers into unforgettable leaders: 🧠 The Inner Game: Question your defaults (Your leadership style might be someone else's story) Challenge your comfort zone (Growth lives on the other side of awkward) Audit your impact (Your intentions ≠ your influence) 🤝 The Connection Currency: > Move from "How are you?" to "What's energizing you lately?" > Replace "Any questions?" with "What am I missing?" > Transform "Good job" into "What made this win possible?" The Advanced Move: Your questions are your leadership fingerprint. They reveal your priorities. They shape your culture. They define your legacy. The quality of your leadership isn't measured by your answers. It's measured by the questions you dare to ask. P.S. What question challenged your assumptions today? LinkedIn Guide to Creating #LeadershipDevelopment #ExecutiveCoaching #TeamCulture #FutureOfWork

One of the most common weaknesses I see in executives is this: doing work below their level and calling it leadership. While it feels productive and fulfilling, this behavior can: ➡️ Leave critical executive responsibilities unfinished. ➡️ Prevent your team from growing and making decisions. ➡️ Cause long-term harm to the organization. Real leadership means focusing on what ONLY you can do. Want to ensure you’re leading effectively? Here are five powerful questions to ask yourself every week: 1️⃣ Am I doing only the work I can do, or is someone else better positioned for this? 2️⃣ What tasks should I hand off for team development? 3️⃣ What critical decisions need my attention this week? 4️⃣ Have I set aside time for strategic thinking? 5️⃣ Are my meetings necessary and efficient? True leadership isn’t about doing more—it’s about doing the right things. #ExecutiveLeadership #CareerSuccess #LeadershipGrowth #TheRiverCoach #CareerAdvice #LeadershipAdvice #LeadershipMistakes

My favorite part of executive coaching? Teaching senior leaders the art of being "lazy." It's easy to do too much when trying to grow and develop your team. Many leaders spend hours: → Brainstorming development paths → Creating opportunities for visibility → Trying to guess where their team wants to grow These are well-meaning strategies but they can be exhausting. Lucky for you, there's an easier way: Ask questions. Ask your direct reports about their goals and aspirations. Then, instead of trying to figure it all out for them, ask more questions. "How might you get more face time with key stakeholders." "What's a first step to learning X skill that you mentioned you'd like to develop?" Being "lazy" as a leader means doing less of the work yourself and instead, asking more questions. Not only is it easier for you, but it yields more personalized and effective next steps for your team. This approach is backed by research, too. A study published by the Institute of Labor Economics found that leaders who use inquiry-based strategies: → Are more effective at nurturing growth and development → Have higher employee satisfaction and performance The lesson? Do less. Ask more. Lead better.