He’s just not strategic. I hear that all the time in succession planning and other career discussions. As if strategic were a fixed state – like handedness.
Sure, there are many managers that need to think and act more strategically. I also know being strategic is a teachable competency.
If you’re looking to help someone be more strategic, first be sure you’re exposing them to the big picture. It’s impossible to connect dots you cannot see.
The next easiest move is to teach them the art of asking great questions. Model it first. Be the asker. Then a great next move is to just say: “what questions do you think I’m going to ask next?”
If you been an effective question-asking sherpa, they’ll begin to ask and answer their own questions. Voila, they’re more strategic.
12 Strategic Questions
Not sure where to start? Here are a few to get you started:
- Why have your results improved so substantially?
- What was different in August (or whenever you saw a change in pattern)?
- How do you know?
- How does this compare to your competition?
- What’s changed since implementing this program?
- How do you know it’s working?
- What are the employees saying about the change, how do you know?
- How do you know this is sustainable?
- What would a pilot teach us?
- What do you want to do next?
- Why are you interested in this job?
- What are you looking for in this mentoring relationship?
What would you add to the list? See also like Powerful Presentations: Teaching Your Team to Talk Strategy. If you’re looking for more ways to help your team grow, download my free e-book Talking Teams.