Even as children, most of us didn’t like to be told what to do. And although a certain amount of “Here’s what you must do” is obligatory in any business, there are many times when “What” or “How” open-ended questions are more effective.
For example, “How do you think your task could best be accomplished?” “What resources do you think you might require?” invite consideration by your employee as to just with what and how they might meet a desired goal. More importantly, open-ended questions invite dialogue, and dialogue, in turn, is how positive relationships are born.
Successful managers foster positive relationships between themselves and those who report to them: not necessarily friendships, but certainly relationships of mutual respect and appreciation.
You can, of course, lead by commanding, but that has proven to be an increasingly less effective strategy. Leading by engaging is far more powerful, and inviting dialogue is a prime way of engaging.
People always cooperate better with a decision they’ve had a hand in creating. Asking open-ended questions that invite dialogue is a sure way of facilitating your employees’ role in making, and then adhering to, those decisions that apply to them.