Use Simple, Focused Questions to Inspire Change

One of the most powerful tools I’ve found for helping people learn and adapt is asking simple, focused questions. (The other? Showing, not telling.)

When a timely, well-thought-out question meets a receptive ear, it becomes more than just a question. It guides the person’s focus and gently nudges them to course-correct without taking away their autonomy or sense of responsibility.

In contrast, telling someone what to do — or providing rigid systems like detailed checklists and process flowcharts — often backfires. At best, it creates compliance, but more often it leads to frustration, anger, and detachment. People don’t like being told what to do. Also, your rewards will be having to run around updating and enforcing “The One True Way.” Nobody wants this.

Questions I Use Regularly:

“What did you learn [about the thing]?”

This encourages curiosity, synthesis, and open-mindedness.

“Are you happy with [thing]?”

This one often stops people in their tracks. It opens up conversations around intentionality and taste, while helping to build presentation skills in a low-risk environment.

“Have you thought about [thing]?”

This highlights and emphasises a specific detail you want the person or team to notice or learn about.

Crafting Simple Questions

1. Understand the core issue: Start by listening and identifying the main challenge.
2. Define the gap: Compare where things are now with where they need to be. This gap is the heart of your question.
3. Keep it simple: Phrase the question simply, keeping it short and non-accusatory.
4. Ask, then support: Pose your question, then provide support to help them act on it.
5. Rinse and repeat: Change takes time. Persistence and patience are your allies.

Why This Works

In my experience, these types of questions create space for reflection, encourage course correction (when needed), and build confidence. All this happens without taking away the person’s sense of control or ownership.