Asking Great Questions. The Hidden Superpower of Leadership

Most leaders assume their value comes from giving answers. Yet transformational leaders know the true power lies in asking questions that unlock awareness, ownership, and action in others.

My mentor, John C. Maxwell, captured this truth when he wrote: “Good leaders ask great questions that inspire others to dream more, think more, learn more, do more, and become more.”

The best leaders don’t just share vision they cultivate it in others by the questions they ask.

And as a leader, I’ve often said: anything you want to tell your team, turn it into a question.

Why? Because we have to understand how people think. When you tell, you transfer information. When you ask, you unlock transformation.

Over the past 12 years as a certified coach, I’ve seen firsthand that asking great questions (especially through coaching) makes a greater impact than mentoring or consulting alone. Mentoring tells you what worked for me. Consulting tells you what you should do. Coaching, however, draws out what’s already inside of you—and that’s where lasting change begins.

Why Questions Matter in Transformational Leadership

1. Questions Build Connection

When leaders ask thoughtful questions, they signal respect. Neuroscience shows that when people feel heard, oxytocin levels rise, increasing trust and cooperation. Teams that feel heard are more likely to bring their best ideas forward, take risks, and collaborate across silos.

2. Questions Drive Clarity

Questions cut through noise and help teams identify root causes. Behavioral analysis proves that the human brain seeks patterns, and well-formed questions direct attention to solutions rather than problems. A good question focuses the mind like a lens, turning blurry complexity into sharp insight.

3. Questions Empower Action

Instead of dictating, leaders who ask questions help people take ownership of their next steps. This shift from compliance to commitment is the difference between mediocre and high-performing teams. When a team member chooses their action, they are far more likely to follow through than when they’re simply told what to do.

The Power of Great Questions

• 69% of employees say they would work harder if they felt more recognized and heard by leadership (Gallup).

• Leaders who practice coaching-based questioning increase employee engagement by up to 39% (ICF Global Coaching Study).

• In sales, asking insightful questions rather than pitching increases conversion rates by 74% (RAIN Group).

• Teams where managers frequently ask developmental questions report 3.5x higher levels of innovation (PwC).

• According to Harvard Business Review, companies with curiosity-led cultures outperform peers by 30% in innovation outcomes.

The numbers don’t lie: curiosity pays.

How to Ask Transformational Questions

1. Shift from Answer-Giving to Question-Asking

Instead of: “Here’s what we should do,” ask: “What do you see as our best path forward?”

2. Use Open-Ended Questions

Closed: “Did you finish the project?”
Open: “What progress have you made, and what’s standing in your way?”

3. Listen Without Interruption

Behavioral studies reveal that leaders who wait at least 3–5 seconds after asking a question elicit more thoughtful responses.

4. Tie Questions to Growth

Frame questions around vision, potential, and purpose:

• “What would success look like six months from now?”

• “What’s one thing you can do this week to move closer to that goal?”

Turning Questions into Results

This is why I lead a workshop called Coaching for High Performance.

In this workshop, leaders learn how to coach, not just manage, for results. They practice asking transformational questions that:

• Raise their effectiveness as leaders.

• Expand their ability to influence and empower people.

• Help their teams solve problems instead of waiting for direction.

• Improve employee engagement and ownership of results.

Learning how to coach for high performance doesn’t just change how you lead. It changes how your people show up, contribute, and grow.

From Directive to Transformational

Consider a manager who notices a project slipping behind schedule. A traditional approach might be:

“You need to pick up the pace and have this done by Friday.”

That transfers information, but it doesn’t build ownership.

A coaching-based, question-driven approach might be:

“What obstacles are slowing progress? What support would help you move this forward by Friday? What’s the most important next step you can take today?”

The difference is subtle but powerful: one approach dictates, the other empowers.

Reflection Questions for Growth-Minded Leaders

• Where am I “telling” my team when I could instead be “asking” them into deeper ownership?

• When was the last time I asked a question that made someone on my team think differently?

• Do I default to providing answers, or do I allow space for discovery?

• Do I have a proven framework to have coaching conversations?

• What one question could I ask this week that might unlock hidden potential in someone on my team?

The Shift That Transforms Leadership

Asking great questions is not a technique it’s a discipline. It requires slowing down, listening deeply, and trusting that the answers are already within your people.

Transformational leadership doesn’t come from having all the answers. It comes from creating an environment where others discover their best answers.

If you’re ready to elevate your leadership and harness the power of great questions, apply for Business Leadership Coaching with me today or bring my Coaching for High Performance workshop to your organization. Both are designed to sharpen your questioning skills, align your leadership approach, and unlock breakthrough growth for you and your team.