Creating an Environment for Open Questions

Given my role as an Organisational Psychologist, I've spent a LOT of time over the past decade thinking about #PsychologicalSafety – perhaps not surprising given the "psychological" part of being a psychologist! 🤣 In my view, one of the simplest ways for leaders to encourage open dialogue – both a signal of and a contributor to psychological safety – is to… ASK BETTER QUESTIONS. Let's take the example of a leader sharing a plan, strategy, idea, or proposed approach with the team / organisation. Instead of asking... 👉 “Any questions?” (cue awkward silence) Try something like... 💡"What could I be missing or not seeing?" 💡"What’s something you’d do differently if you were in my shoes?" 💡"Right now, what feels most unclear or uncertain?" 💡"Where could we be oversimplifying or overcomplicating things?" 💡"What other angles need to be considered?" Why does this work? Because these questions make it easier – and more comfortable – for people to speak up. They actively invite contributions, and show that, as a leader, you know you might be missing something. They show that you value others' input. In psychological safety terms: they "invite participation" and "demonstrate situational humility". Of course, how you respond to those contributions also matters – but that's a post for another day. 📑 Save or share this post if you think these questions might come in handy! 👇 And please share – what's one question you'd add to this list?

The best leaders don't have all the answers. They ask the most questions. Asking questions is seen as a sign of weakness. Let's change that. When you make your team feel safe to be vulnerable, ask "silly" questions, and not know something… That’s when growth happens. Here’s how I build psychological safety in my teams: 1. Establish a no-blame culture 2. Reward growth over perfection 3. Create mentorship opportunities 4. Celebrate learning from mistakes 5. Provide anonymous feedback channels 6. Share my own missteps openly 7. Recognise calculated risk-taking 8. Encourage constant dialogue 9. Give regular, constructive feedback As leaders, we must create environments where questions are celebrated, not criticised. It isn’t stupid to ask for help. It’s smart. When I see someone asking questions, I don't see ignorance. I see: ✅ Curiosity ✅ Growth mindset ✅ Desire to learn ✅ Intelligence The next time someone on your team asks a question, celebrate it. They're not showing weakness - they're showing ambition. How do you handle questions in your workplace?

Healthcare teams work in environments where every decision matters and uncertainty is constant. The most effective teams have figured out how to create spaces where people feel safe to speak up, ask questions, and acknowledge what they don't know. Start with Curiosity Strong teams approach problems with genuine curiosity. When something goes wrong, the question becomes "What can we learn?" rather than "Who's responsible?" This shift in language creates permission for honest reflection. Make Learning Visible Leaders who share their own learning moments - the cases that challenged them, the decisions they'd make differently, the questions they're still exploring - show that growth is ongoing for everyone. Vulnerability from leadership creates safety for the entire team. Protect the Voice of Doubt In high-pressure situations, the person who asks "Wait, are we sure about this?" might be saving lives. Teams that value these moments of pause create space for crucial safety checks. Design for Multiple Perspectives Pre-shift huddles, post-case debriefs, and regular check-ins ensure that insights from all team members can surface naturally. Every role brings unique observations. Respond to Mistakes with Systems Thinking When errors occur, psychologically safe teams examine the conditions that contributed rather than focusing solely on individual actions. This prevents future mistakes while maintaining trust. Teams that feel safe to voice concerns, ask questions, and share uncertainties discover innovations and improvements that more guarded teams miss entirely.

The quality of your leadership is directly related to the quality of your questions. Most people ask questions that shut down thinking. "Did you finish the report?" "Is everything on track?" "Any problems?" Yes/no answers. Nothing more. But what if you asked differently? "What approach did you take?"  "How do you see the timeline shaping up?"  "What's your thinking on this?" Suddenly, something shifts. That's the difference between closed and open questions. One shuts down.  One opens up. The best questions activate intelligence and creative thinking, vs, compliance. 5 questions that unlock thinking in any conversation: 1️⃣ "What's working well so far?"  → Gets them reflecting on strengths first 2️⃣ "What would you do differently next time?"  → Builds self-awareness without blame 3️⃣ "What options are you considering?"  → Shows you trust their judgment 4️⃣ "What support do you need to move forward?"  → Makes you a resource, not a roadblock 5️⃣ "What's the most important thing to focus on?"  → Helps them prioritize without you deciding Better questions, better answers.  Better thinking, better outcomes. Your next conversation is a chance to practice. Pick one question.  Ask it.  And watch your team's intelligence come alive.

Ever feel like your conversations hit a wall—fast? You’re asking questions. You’re showing up. But all you’re getting are surface-level answers... or polite head nods. Here’s the truth: It’s not just what you ask.  It’s how you ask it. Strong leaders don’t need to have all the answers. They need to ask the right questions—the kind that spark clarity, ownership, trust, and growth. Here’s a quick breakdown that’ll level up your communication game ⬇️ 🔓 Open-Ended Questions Use when you want reflection, dialogue, and real insight. They unlock honesty, creativity, and connection. 💼 Leadership & Team • “What’s your perspective on how this project is going?” • “What do you feel about the direction we're heading?” • “What do you need from me to be successful right now?” • “How do you think we can improve our team dynamic?” 🔄 Feedback & Growth • “What part of that feedback surprised you the most?” • “What’s been working well for you—and why?” • “What would make this feedback more useful?” 🔍 Problem Solving • “What options have you considered so far?” • “What's the root cause, as you see it?” • “What would success look like in this situation?” 🤝 Coaching & Mentoring • “What’s holding you back right now?” • “What do you want to be known for in this role?” • “How can I support you without overstepping?” 🔐 Closed-Ended Questions Use for structure, speed, and decision-making. They bring focus, clarity, and momentum. ✅ Quick Check-ins • “Did you send the proposal?” • “Is the deadline still realistic?” 📊 Data & Decisions • “Do you agree with this plan?” • “Is that within our budget?” ⏱ Operational • “Has the issue been resolved?” • “Did the system go live on time?” 🎯 Pro Tip: Open-ended questions build trust and unlock real conversations. Closed-ended ones move things forward fast. Smart leadership is knowing when to use which—and why. Here’s the bottom line: Your questions shape your culture. They either open doors—or close them. Ask better, and you lead better. 👇 What’s one question that’s helped you unlock deeper conversations at work? ♻️ Share this with your network if it resonates. ☝️ And follow Stuart Andrews for more insights like this.

"Any questions?" 🤔 How many times have you heard or asked this at the end of a meeting or presentation? While it might seem like a straightforward way to engage people, this can be a risky question when working across cultures. 🌍 Why? Because the perception of asking questions can be different across cultures. In some cultures, asking questions is seen as a sign of: 🧠 Curiosity 🤝 Engagement 💡 Intelligence 🔍 Deep thinking 🎨 Creativity But in other cultures, it might be interpreted as: ❓ A lack of understanding 🚫 Questioning authority 🥇 Being self-centred in a group setting ⚠️ Asking the wrong question 😳 Embarrassing the speaker That's why asking "Any questions?" is not the most inclusive approach in a global business environment. So, what can you ask instead? One way is to invite people to share their thoughts, experiences, and ideas. For example: ❓ "What are your thoughts on this?" ❓ "Do you have any experience you would like to share?" ❓ "I would love to hear your ideas or different perspectives.” By doing so, you create an open environment where follow-up questions can emerge more naturally, leading to deeper and more engaging conversations. What other approaches have you tried instead of directly asking, "Any questions?" #globalmindset #culturalintelligence #culturaldiversity

Whenever people ask how I became comfortable with public speaking, I always tell them, “Try teaching 9th-grade sex ed.” The current back-to-school season has me reflecting on my early career experience as a high school teacher and the lessons it imparted, which have been pivotal in my professional life. Here are 4️⃣ key takeaways: 1️⃣ Understand Different Learning Styles 🙋🏼♀️🙋🏽 One student struggled all semester until a classroom game lit up his interest in learning. That taught me the importance of adapting to different learning styles. In the workplace, it’s no different—people think and work differently. That’s why I follow the platinum rule: treat others how they want to be treated. This is where tools like the Rising Team “User Manuals” exercise can help. It helps you delve into each team member’s working styles and preferences. By understanding and adapting to our colleagues’ work styles, we drive more effective collaboration and create an environment where everyone can succeed.  Learn more and try this activity with your team for free: https://lnkd.in/gadVZ7YW 2️⃣ Set High Expectations 💪 There’s a saying new teachers hear: “Don’t let them see you smile until Christmas.” I tried this on my first day—strict rules, serious demeanor, even glasses to appear older—but it didn’t work. Success isn’t about being strict. It’s about setting high expectations and supporting people to reach them. My students and I set “BHAGs”—Big, Hairy, Audacious Goals—and they rose to the challenge. The same goes for teams at work: success starts by envisioning big goals and trusting and empowering your team to achieve them. 3️⃣ Be Open to Hard Questions 🤔 As a sex ed teacher, “Anonymous Question Box Day” brought some of the toughest questions I’ve ever faced. It forced me to be open and vulnerable. That experience taught me that leadership requires the same openness. Great leaders face hard questions and create an environment where people feel safe to ask them. When leaders embrace vulnerability, they foster psychological safety—allowing open dialogue, diverse opinions, and better decision-making. 4️⃣ Quiet a Room By Staying Quiet 🤫 A simple trick from the classroom to regain focus: when the room gets noisy, stop talking. The silence subtly pressures people to focus—which is useful in any meeting. School is meant to prepare us for life outside of the classroom—but the lessons aren’t limited to academics. Back-to-school season should be a reflective time for adults as well as kids, where we consider the life lessons that have stuck with us, and which ones we might need to relearn. What are some lessons that have stayed with you from your school days? #Leadership #PsychologicalSafety #BackToSchool The photo is from our end-of-summer Celebration at Breakthrough Pittsburgh, the summer program I led during the years I taught high school.

Legal is often viewed as the department of NO. I spoke to a GC recently who said, “I want to be viewed as someone who says YES.” But what does that look like? Because it’s not just a default “yes” - it’s more of a “yes, and let’s think about how.” And that starts with how you receive new ideas. In any team, the best ideas don’t always come fully formed. Sometimes they start off unconventional or rough around the edges, but with the right approach, those ideas can spark something great. In my experience, even the most offbeat suggestions deserve attention. By encouraging open sharing and giving constructive feedback, we create an environment where creativity thrives—and where people feel safe to contribute without fear of being shut down. Here’s how I try to approach this process: 👏🏼 Acknowledge the effort – Sharing ideas takes courage, so always show appreciation for the contribution. 🧐 Dig deeper – Ask questions to understand the thinking behind the idea and see if there’s potential to refine or build on. 💬 Provide constructive feedback – Look for the potential before pointing out challenges and offering suggestions for further exploration. 🔀 Explore alternatives – Is there a core concept that can develop in a different direction? 🙌🏼 If it’s a great idea, run with it. At Paragon, some of our best ideas started as casual suggestions that we pushed further, or things we initially didn’t think would work but found a way to build on. We want to create a space where everyone feels comfortable sharing ideas, even when they don’t have all the answers yet.

High-performing teams aren’t afraid to speak up. They challenge ideas, ask tough questions, and bring their best thinking to the table. But that only happens when leaders make it safe to do so. Try this simple shift next time you're in a meeting: 🚫 Instead of: “Any questions?” ✅ Try: “What’s one thing I could explain better?” 🚫 Instead of: “What do you think?” ✅ Try: “What’s one thing we haven’t thought about yet?” 🚫 Instead of: “What’s missing?” ✅ Try: “What’s one thing that could send this sideways?” Why does this work? Because people don’t stay quiet because they have no questions. They stay quiet because they don’t feel safe asking. When you create an environment where feedback isn’t just accepted—but expected—people show up differently. They contribute more ideas. They solve problems faster. They take ownership. Want to build a high-performing team? Make it safe to contribute. The results will follow.