When someone asks a \u2018dumb\u2019 question, they acknowledge and accept the fact that they don\u2019t have all the possible answers. In a way, they reveal that they don\u2019t know everything, thus they start being regarded more\u00a0open to being questioned. People who ask questions appear more approachable and authentic. As an added bonus, there is no air of superiority coming from these people.<\/p>\n
By asking \u2018stupid\u2019 questions you make sure that you have all the necessary facts and data in order to make decisions with a higher percentage of success. This will transform you into a\u00a0trustworthy person who inspires confidence.<\/p>\n
Consequently, people around you will become more likely to \u2018use\u2019 you as a good listener. They will know you will take into consideration their ideas and that you will question them and offer your best and honest suggestions. Leaders value open and honest people.<\/p>\n
2. <\/strong>A Broader <\/strong>Vision<\/strong><\/h4>\nAsking \u2018stupid\u2019 questions can lead to\u00a0creative and out-of-the-box solutions to our many problems. A crazy wild idea or question may be totally off the charts but may\u00a0inspire\u00a0someone else to come up with something brilliant. They may find a solution perhaps not as eccentric as yours, but nonetheless, a solution that solves the issue one way or another.<\/p>\n
When you have a vision or an idea for something you start to imagine what that might be. The second part of the vision is represented by the contingency plan aka plan B. If people question someone\u2019s plan it should not be viewed as a \u2018dumb\u2019 thing to do. It is important to see this as an opportunity to explore various contingency plans.<\/p>\n
3. <\/strong>Perception<\/strong><\/h4>\nMore often than not the moment when a new process is being set up, people start asking questions about it and it may seem like they are resisting change or in some cases, question someone\u2019s authority. However, blindly following rules and directions is not always a good idea as history offers us good examples. The organisation may suffer getting the expected results and not because the change itself was a bad one, but simply because the people who are implementing the change didn\u2019t understand why they were doing it.<\/p>\n
When employees blindly accept to follow a new initiative for a project there can be a damaging lack of\u00a0clarity in terms of direction and motivation. Our brains are wired to take the path of least resistance which more often than not leads to peril. By getting ourselves rid of the fear of questioning and actually dare to ask the so-called \u2018dumb\u2019 questions we may ensure that we are all focused and on the same path.<\/p>\n
There is a real value in providing companies with the tools to carry out regular organisational assessments and\u00a0this is where Great People Inside <\/a><\/strong>comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum <\/a><\/strong>assessment for hiring and 360\u00b0 Survey<\/a><\/strong> for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation\u2019s culture and a keen understanding of the candidate\u2019s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.<\/p>\nRequest a\u00a0free demo:<\/p>\n
More often than not the moment when a new process is being set up, people start asking questions about it and it may seem like they are resisting change or in some cases, question someone\u2019s authority. However, blindly following rules and directions is not always a good idea as history offers us good examples. The organisation may suffer getting the expected results and not because the change itself was a bad one, but simply because the people who are implementing the change didn\u2019t understand why they were doing it.<\/p>\n
When employees blindly accept to follow a new initiative for a project there can be a damaging lack of\u00a0clarity in terms of direction and motivation. Our brains are wired to take the path of least resistance which more often than not leads to peril. By getting ourselves rid of the fear of questioning and actually dare to ask the so-called \u2018dumb\u2019 questions we may ensure that we are all focused and on the same path.<\/p>\n
There is a real value in providing companies with the tools to carry out regular organisational assessments and\u00a0this is where Great People Inside <\/a><\/strong>comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum <\/a><\/strong>assessment for hiring and 360\u00b0 Survey<\/a><\/strong> for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation\u2019s culture and a keen understanding of the candidate\u2019s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.<\/p>\n Request a\u00a0free demo:<\/p>\n
![\"B_txt_14\"](\"http:\/\/greatpeopleinside.com\/wp-content\/uploads\/2016\/04\/B_txt_14.png\")
<\/a><\/p>\n