There is a wealth of information at the fingertips of leaders if they would take the time to ask their staff key questions. They know things you don't know and they can help your organization get better - much better if you and your leaders will take the time to ask key questions - and listen to the answers. Those questions can lead into rich dialogue, suggestions, ideas and insights that can literally change your organization. Here are some of the questions that I ask.
What is your happiness faction on a scale of 1-10 in your job. Follow up and pay close attention: What would make it higher?
If you could change three things about this organization, what would they be?
Are their things that you could be doing that you are not?
Are their any individuals in the organization who you believe are not positioned properly or who create significant issues for others?
What are the things that bring you joy and fill you?
What are the things the deplete you?
Tell me what a perfect day looks like for you?
If you were a consultant to this organization, what suggestions would you make and why?
How would you define the culture of our organization? Follow up: What would you like to change about our culture? Follow up: What are the best pieces of our culture? What are the worst pieces of our culture? Are their any pieces of our culture that you would define as toxic and unhealthy?
Is there something that you have always wanted to talk to a leader about but never had a chance?
What would be the perfect role for you? How does that role compare to what you do currently?
If a ministry: What do you think the spiritual temperature of our organization is? What would you recommend to see the spiritual temperature higher?
What is your greatest joy in working here?
What is your greatest frustration in working here?
If you were advising me, what would you want me to know?
Do you believe that we are a highly empowered organization where people have the freedom to act without permission, or highly controlled where you need to ask permission before acting?
Do we have a culture where we can have honest and gracious conversation or are their issues that we cannot broach?
How innovative and entrepreneurial so you think this organization is? Give examples.