We’ll do that and then that! And we’ll do it just like this! Go!
Although you feel reluctant facing this kind of rude phraseology and you lack in understanding the motives you force yourself to an “Okay” and leave the conversation with a lot of tasks for which you are absolutely not motivated. The question is: Why? Why don’t you ask for the why more often?
It’s short, simple and even so very powerful: The Why. For leaders in general and lateral leaders in particular it is a powerful communication instrument. But why?
Why reduces misunderstandings
All of you know those situations – a statement you take personal, an allusion you take the wrong way, a decision you do not understand and in a second the harmonious cooperation is disordered. When some time has passed you learn that the said things weren’t that bad, that you’ve been mad for nothing and you maybe regret the lost time.
Instead of that ask immediately: Why did you say that? Why don’t you like the suggestion? Why did you make this decision?
Why points out alternatives in a polite way
Discussions and negotiations are pretty delicate: You need social competence, you might not let your counterpart lose his face by simply outvoting him and nevertheless you want to achieve your goals. Try “Why…don‘t“ for bringing your alternatives into discussion in a polite way. For instance: Why don’t we try a new product designer? Why don’t we install a new distribution channel?
Why is a powerful communication instrument for leaders.
Why makes refusal more comprehensible and less offending
No. That’s not possible. We won’t do that. I don’t like it. You always have to be prepared for refusal of your suggestions or concepts. However, sometimes it’s hard to take it and you are upset. That’s not necessary. Ask your counterpart: Why exactly is the draft not satisfying for you? Why can’t we proceed like advised from me? This way you learn the motives of your counterpart and also something about him and his manner. And you also might learn something about you, a new perspective you might use for the next concept.
Why shows the purpose and creates commitment
This is the most powerful and important factor of the Why-Question. It takes not much time to make plans, define measures and give orders to your employees. But why do you do what you do? Is it habit? An order you got? Or is it due to a higher purpose and goal? If you ask yourself the why-question again and again you will end up at knowing the core of your organisation, the real essence of all your work. That’s important to stay on the right track and to be motivated for what you do. And if you are capable to explain this big why to your employees as a background for all tasks you give them you can expect high motivation and commitment from them. Why? Aaron Skonnard answered this question in an inspiring way.
Any remaining Whys? Ask us!
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