I had a great conversation last week with Jack McQueeney at the Glen Eyrie Group. One of the things Jack has learned over the years is to ask the right questions, particularly if you’re in a position of leadership. His longtime friend and mentor Lorne Sanny (former international president of the Navigators) developed four questions that seem ideal for starting a conversation with your boss, whether he or she is a supervisor at your camp or conference center, or the chairman of your board. Here they are:
1. What do you want me to do?
2. Will you let me do it?
3. Will you help me when I need it?
4. Will you tell me how I’m doing?
Perhaps the one that most risks offending a boss is No. 2: “Will you let me do it?” It could be interpreted as, “Will you stay out of my way and not meddle while I’m doing my job?” To me, the key is the relationship we have with our bosses (or boards) as to whether they’ll be offended or not. You may have some work to do to open the dialogue and keep it frank. Start today.
What other questions come to mind for you?
Questions I should be asking those I lead:
How can I support your growth and creativity toward growth?
How do you need me to communicate with you – about what things and in what manner?
How can I expect you to communicate with me – about what things and in what manner?
What tools do you need to do the work before you?
How does what you are doing fit into who you are becoming?
A few things I forget. tjm
Here are 3 Leader-to-Follower Questions that I came up with…
How much help do you want from me?
Will you tell me when you need help?
What are your expectations about your position and this organization going forward?
Great questions Gregg and Jack. Thanks for sharing. As a supervisor I value direct, honest communication. I always appreciate it when direct reports ask questions, it shows they are engaged and own their position.
On the flip side, I am thankful when a board allows the same of me. Questions are so good and helpful to communication, but all too often perceived as threatening.
Peter, that’s a great idea. Want to start the list here of questions bosses should ask? Others may be willing to share their thoughts.
Ryan, thanks for the input. I’m sure there are many who agree.
Mark, thank you for weighing in. Hope to talk with you soon.
I love the question and the open communication is necessary. Hard conversations to have and start but great streching stuff.
Greg,
I think that is an invaluable question, “will you let me do it?” One of the key points of developing the next generation of leaders will be director’s and upper manager’s “letting” their reports lead departments. With so many small camps, and departments of one (or 1 person has 4 department), it is easy for an executive to handle all the leadership capacity of a ministry. However with out opportunity to learn how to lead, it is easy to stay a follower.
However that doesn’t mean abandonment or “stay out of my way”. I would expect 100% trust, and 100% accountability as well from my supervisor.
I’d love to see a list of questions going the other way. What are 4 questions every boss needs to ask an employee?