| "Questions drive our communication" | | | | - In two sentences can you explain how you ensured |
| Joseph O'Connor and John Seymour | | | | your team achieved all their goals, and maintained a |
| Authors of Neuro-linguistic programming skills for | | | | high level of job satisfaction? |
| managers trainers and communicators | | | | Now that you have some information about their level |
| Why ask questions? Questions are asked to: | | | | of knowledge in an area of expertise, you need to ask |
| 1. Arouse interest, | | | | the candidate to "walk you through" the behaviors they |
| 2. Focus attention | | | | actually undertook to ensure their team achieved their |
| 3. Encourage thinking | | | | goals. It is these behaviors that they are most likely to |
| 4. Assess the level of understanding | | | | use again if employed in your company. Behavioural |
| 5. To answer another question? | | | | scientists suggest that 88% of a person's behaviors |
| How can I ask a question so that people will feel like I | | | | are set in place for life, by the time they get to twenty |
| am on their side? The answer is to ask loaded | | | | years old. If you can spot a pattern of previously |
| Questions. This is a question that leads people to a | | | | emitted behaviors, then unless they are undergoing |
| particular conclusion which you hope will ensure they | | | | some significant personal development, they are very |
| side with you, (You appeal to common values) for | | | | likely to revert to those behaviors. |
| example: | | | | The deadly impact of the wrong questions is to not be |
| - Don't you think all manager's should have excellent | | | | able to predict the future behaviour of the candidate, |
| interpersonal and team working skills? | | | | and whether they will be successful in your |
| Okay, they now feel like I am on their side, how do I | | | | organisation. |
| get them to focus on the issue? | | | | "The most serious mistakes are not being made as a |
| The answer is to ask framing questions. This is when | | | | result of wrong answers. |
| you set parameters for the question in terms of time, | | | | The truly dangerous thing is asking the wrong |
| or purpose. For example: | | | | question". |