Issue link: https://digital.copcomm.com/i/319926
LEADERSHIP DEVELOPMENT QUESTIONS AND ANSWERS B Y V E LTO N W. S H O WE L L I I I S o many subordinates just drop by your office and ask any kind of questions related to work. Such interac- tions can be a defining moment in the boss-subordinate relation- ships. In fact, leadership devel- opment questions and answers have far greater meaning as well as consequence than most leaders ever conceive. Now at such a moment, the boss may immediately give his opinion. This is because he must have faced this question a number of times and would be having a strong viewpoint about what should be done. In fact, many leaders think that they need to provide answers and that is exactly what they are sup- posed to do. No wonder that such leaders will be constantly bombarded with lots of ques- tions all day. They think that the organization has kept them around for answering these questions asked by subordi- nates, they actually miss an important opportunity for devel- opment. After all, many execu- tives are not very good at devel- oping subordinates. This is something that is true in all industries as well as in every continent. In fact, developing subordinates is not important for some leaders as they are not held accountable for it. Benefits of Leadership Development Questions and Answers So rather than immediately answering the question of the subordinate, it is better to take them through a different road. This is bound to produce very different outcomes. This needs to be considered as a perfect opportunity for development by carefully analyzing the problem and developing alternative solu- tions for it. This is much better than going to the boss each questions only. And, it makes one feel real important too. Besides, leadership develop- ment questions and answers can be real fun also. But this behavior of most executives needs to stop imme- diately. This is not a change or something that would be easy for many leaders. They need to understand why they must stop this practice of answering questions. After all, when they instantly answer time for a solution. After all, the subordi- nates gain hardly anything from it. A good rule to help with this situation is; if a subordinate has an issue or a problem that needs the bosses opinion, they must first present the issue and at least two ideas they have come up with for how to resolve the issue. They must offer their own ideas of how to handle or solve the situation. This forces them to think through the situation versus pass- ing the problem off to someone else to take responsibility for it. Thinking the issue through helps with the develop- ment process of the subordinate, encourages and empowers them to resolve their own issues. The second benefit of leadership development questions and answers where you do not give a readymade answer is of being able to transform the relationship. This would turn this rela- tionship into one that will be of greater equality. Thus the leaders need to ask the subordinate their viewpoint all the time. The leadership development ques- tions and answers need to be linked to organizational goals. In other words, you need to know what your organizational objectives are and how leadership devel- opment is going to assist in meeting those objectives. As a leader you need to define the organizational resources that are to be committed to the project. The basis behind these questions is "leadership development." They provide the roadmap for what you wish and aim to develop in others. Any kind of leader- ship development initiative has to teach concepts that are linked with being or becoming a strong leader. The competencies that can be devel- oped through this include personal growth and conceptual understanding. Equally important is feedback. As human beings we all desire feedback and recog- nition for what we do. Developing lead- ers need feedback and guidance as they are molded and encouraged to develop their own style and confidence in mak- ing decisions, not to be missed here is skill building. All these form a part of leadership development. 15 B M & T ••• March/April 2014 ••• www.blackmeetingsandtourism.com •pg_12-17.qxp__BMT_pg3-58 5/20/14 5:54 PM Page 15