Good vs. Bad Questions

Interested in writing better Loops questions? Check out Dan Erwin’s post on How to Avoid “Dead End” Questions.

The entire focus of my work is on feedback in the workplace.  I had been more focused on the manager being the prime vehicle for being the feedback provider.  Over the last year I’ve found evidence that the process works much better if the employee initiates the request for feedback, essentially giving others permission to share their thoughts.

Long story short I’ve been running a lot of sessions for employees on feedback:  what is it?  why do you want it? and how to get it!? It’s key to ask the RIGHT question to make the feedback provider feel comfortable in responding and to also provide helpful/useful information to the requester.

I recently ran a manager’s workshop on how to give feedback and followed up with a Rypple, both to show them the tool and get feedback. My question was “What did you like about last Friday’s session? What one thing would have made it more effective?” Asking for one thing helps the adviser narrow down just the one thought they have (key word being “one”).  Notice how asking, what would have made it more effective is different than what didn’t go well- I’m asking for what could have happened rather than pointing out a problem- it then feels likes advise as opposed to criticism.

Some questions can invite criticism. Let’s compare and contrast two questions:

Bad Question: If I ask “what are my strengths and what weaknesses do you notice about me?” I’m asking for criticism. It’s almost like asking, “Tell me the one thing that really sucks about me”. It’s just not that helpful to give or get that kind of feedback.

Good/Better Question: “What do you consider one of my strengths and what one thing would help me be more effective in my role”? Phrasing the question this way asks the adviser to think forward as opposed to focusing on what’s wrong with the person requesting the feedback.  After all who wants to hear about their weaknesses? How we ask the question dictates the quality and helpfulness of the information we receive back.

It’s great to see Rypple catching on.  Finally a tool for answering an age old problem that has yet to be solved- how do I know what I’m doing well and what I need to be working on?  Gee, I hope someone around here tells me and gives me the feedback and direction I need to reach my potential….  Here’s the tool- now it’s all about socializing the idea and having it catch on so that everyone who wants feedback and direction doesn’t have to wait around for someone else to enlighten them.

You might be able to tell I’m pretty passionate about feedback.  I like to fancy myself as the Dr. Phil of feedback and consider Rypple to be the new BFF of anyone who values feedback in the workplace.