Effective leadership is akin to a multifaceted puzzle. Each piece represents a critical skill or quality—communication, empathy, resilience, to name a few—that, when properly assembled, can unlock unparalleled team performance and organizational success. Among these pieces, the ability to ask the right questions stands out as a particularly powerful tool for managers and leaders across industries, including the demanding spheres of team and police leadership.
When executed with intention and precision, the art of questioning can illuminate underlying problems and foster a culture of mutual respect, collaboration, and continuous improvement. To streamline this process, I introduce the 3 C’s of performance improvements: Clear, Curious, and Connected. This framework empowers leaders to engage more deeply with their teams, uncover actionable insights, and drive meaningful change.
1. Clear: Ensuring Clarity in Expectations
“Have I made my expectations clear and explicit?”
Clarity is what guides team performance. It’s not uncommon for leaders to assume their expectations are understood, only to discover a disconnect between what was conveyed and what was interpreted. This gap can lead to misaligned efforts, frustration, and underperformance.
How to Promote Clarity:
- Be Explicit: Avoid assumptions by outlining exact outcomes you desire. If you expect a report by Friday, specify not just the day, but the format, content, and presentation style you envision.
- Seek Confirmation: After sharing your expectations, ask team members to articulate their understanding of the tasks at hand. This practice ensures everyone is on the same page and allows for immediate clarification if needed.
- Provide Context: Understanding the ‘why’ behind a task can significantly impact how it’s approached. Offer background information to elucidate the importance of tasks, fostering deeper engagement and motivation.
2. Curious: Exploring Underlying Factors
“What other factors could be impacting this relationship or situation?”
Curiosity is the gateway to deeper understanding and innovation. By adopting an inquisitive approach, leaders can uncover the root causes of performance issues rather than just treating symptoms. This exploration is particularly critical in environments marked by high stakes and pressure, such as police leadership, where the implications of performance can extend far beyond organizational metrics.
Cultivating Curiosity:
- Encourage Open Dialogue: Create a safe space for team members to share challenges without fear of retribution. Regular one-on-one check-ins can surface issues you might not have been aware of.
- Ask Open-Ended Questions: Instead of yes-or-no questions, ask ones that require elaboration and reflection. For example, “What challenges are you facing with this project?” encourages more informative responses than “Is everything going well?”
- Adopt a Learner Mindset: Approach each situation willing to learn something new. This mindset helps to remove biases and assumptions that may cloud judgment and hinder problem-solving.
3. Connected: Engaging with Diverse Perspectives
“Have I asked the other people involved for their perspective?”
The final C, Connected, emphasizes the importance of collaboration in driving performance improvements. Every individual brings a unique set of experiences, knowledge, and skills to the table. By actively seeking and valuing diverse perspectives, leaders can make more informed decisions, foster innovation, and build stronger, more cohesive teams.
Building Connections:
- Practice Active Listening: When engaging with team members, listen to understand, not to respond. This distinction is crucial for truly grasping the nuances of their perspectives.
- Facilitate Cross-Functional Collaboration: Encourage team members from different areas to work together on projects or problem-solving efforts. This exposure to varied viewpoints can spark fresh ideas and approaches.
- Recognize Contributions: Acknowledge and celebrate the input from all team members. Recognition reinforces the value of sharing insights and can encourage continued participation and engagement.
By being clear in your expectations, curious about underlying factors, and connected to diverse perspectives, you can create an environment that not only drives better performance but also fosters a culture of trust, respect, and continuous growth.