Don’t ask them to tell you they understand. Give them an opportunity to show you.
The questions we ask as leaders make a difference.
Instead of:
“Does everyone understand the new process?”
Try:
“Can someone talk me through what happens next?”
Instead of:
“Does that make sense?”
Try:
“How would you apply this in your role?”
Or:
“What part of this do you think could be difficult to put into practice?”
Instead of:
“Is everyone clear on what they need to do?”
Try:
“Talk me through what you’ll do when you get back to site.”
Instead of:
“Any questions?”
Try:
“What questions do you still have?”
There is a subtle but important difference.
Open questions encourage employees to think, explain and apply rather than simply confirm.
They also give leaders valuable information.
You may discover that your instructions weren’t as clear as you thought. Different people may have interpreted the same message differently. Someone may identify a practical issue you hadn’t considered. Or you may realise that an employee needs more information, support or clarification before they can confidently complete the task.
That’s not a failure in communication.
That’s the purpose of communication.
Try removing one question from your leadership vocabulary
For the next week, challenge yourself to use “Does everyone understand?” less often.
Replace it with questions that start with:
What? How? Why? When?
Or ask:
Show me. Talk me through it. Explain it. Give me an example.
Whether you’re giving instructions, delegating work, introducing a new procedure, discussing safety requirements or setting performance expectations, don’t assume silence and a few nodding heads mean your message has landed.
Good leaders don’t just communicate information. They check that the message received is the message they intended to send.
And sometimes, changing one simple question can make all the difference.
