The power of questions as an essential tool in change processes
By Jill Jeanne Semidei, published on 23 July 2024
Questions play a crucial role in successfully guiding and implementing change. In this article, we explain why questions are so important in change processes and how they can be used effectively.
Creating understanding and clarity
One of the most important functions of questions in change processes is to create understanding and clarity. By asking targeted questions, leaders and change agents can better understand the needs, concerns, and expectations of the affected employees. An example of such a question is: "What information do you need to feel safe?" Questions help avoid misunderstandings and promote open communication, which is crucial for the success of the change process.
Promoting engagement and participation
Questions are an excellent way to promote engagement and participation among employees. By actively involving them in the change process and soliciting their opinions and ideas, employees feel valued and heard. Examples of such questions include: "What suggestions do you have to improve the change process?", "What challenges do you see and how could we overcome them together?", and "What are your ideas for promoting a positive change culture?" This type of questioning encourages employees to actively participate and take responsibility, which increases acceptance and support for the changes.
Identifying problems early and uncovering fears
By asking targeted questions, potential problems and obstacles can be identified early. Change agents and leaders can not only identify obvious problems but also uncover unconscious emotions and fears that influence behavior. This is crucial to understanding and adequately responding to resistance. Questions like: "How do you feel about the upcoming changes?", "What fears do you have regarding the new measures?", and "Are there aspects of the change that particularly worry you?" help leaders understand deeper emotional reactions. Understanding these emotional aspects is essential to address concerns specifically and support employees emotionally.
Introduction to different types of questions:
In this section, we introduce two types of questions that will definitely give you the right answers and change your perspective:
Worsening questions
Worsening questions should be used to highlight the ability to influence the situation and to productively use frustration and negative attitudes. An example of a worsening question on an individual level is: "How could you make your life even more difficult?"
Miracle questions
Miracle questions can be used when you want to focus on solutions and visualizations of the solutions or when you want to concretize a desired target state. An example of a miracle question is: "Suppose a miracle happened overnight. The next morning, the problem is solved or gone - how would you/we notice the miracle?"
Conclusion
Questions are an indispensable tool in change management. They create understanding and clarity, promote engagement and participation, identify problems early, and uncover unconscious emotions. By asking the right questions, they can ensure that the change is not only successfully implemented but also sustainably and positively anchored in the organization.