The study from Imperial’s Center for Responsible Leadership analyzed over 30 hours of recorded meetings, focusing on real-time interactions between leaders and their teams.
Based on this research, the report outlined key strategies and question styles that leaders can use to draw out diverse perspectives and open up the decision-making process.
What are the key questions successful leaders should ask their employees?
According to the report, the key to encouraging meaningful feedback from employees lies in the type of questions leaders ask and their precise wording.
Broad or open-ended questions—such as “You wanted to say something?”—are likely to result in superficial agreement rather than constructive challenge. Instead, leaders should ask questions that directly invite alternative viewpoints and make team members accountable for their input.
Examples of questions that build challenge into the discussion:
- Does anyone disagree or think there is a better idea?
- What do you want to propose as an alternative?
- What would stop you from taking this option?
- What do you think would be difficult in terms of implementation?
These questions signal that alternative viewpoints are welcome, actively encouraging team members to critically engage with the issues at hand and share their honest opinions.
Why is it important to create a culture of constructive challenge?
When employees feel unable to voice concerns or challenge decisions, this can result in a culture of fear or silence and can even threaten an organization’s growth and future.
“The consequences of a corporate culture where teams are hesitant to challenge leaders can be dire. This can include financial damage and service failure,” wrote Celia Moore, professor and academic director of the Center for Responsible Leadership and lead author of the report.
A well-known example is the 2021 collapse of asset manager Archegos Capital, which led to a $5.5 billion loss for global investment bank Credit Suisse. The bank largely attributed this failure to a ‘cultural unwillingness to engage in challenging discussions,’ according to a report published in July of that year.
But targeted questions are just one part of a broader strategy to foster a positive, open, and constructive work environment. Leaders must take deliberate steps to create an atmosphere where challenge is valued as an integral part of the decision-making process.
The way leaders respond to challenges is crucial. Merely expressing gratitude towards a team member without specifically addressing the challenge raised can stifle further input.
Instead, challenge should be legitimized and directly addressed. For instance, the response “That’s a fair challenge, we could definitely go with that option,” goes beyond superficial acknowledgement and demonstrates genuine engagement with the issue.
What strategies should business leaders implement to create a culture of challenge?
The report outlines several practical strategies that leaders can implement to cultivate an environment where constructive challenge is prioritized.
- Solicit and specify: Leaders should ask precise questions that clearly invite diverse viewpoints
- Acknowledge challenges: Challenges should be acknowledged as legitimate to convey that input is valued
- Encourage interaction and use humor: Humor and casual interaction can help create a more relaxed environment where employees feel comfortable speaking up
- Manage time effectively: Meetings should be long enough to allow for thorough discussion and challenging
- Emphasize accountability: Holding team members accountable for their contributions encourages them to voice their opinions more confidently
In light of these findings, the Center for Responsible Leadership is offering masterclasses for leadership teams on how to bring about constructive challenge within their organizations.
