The Power of the “What” Question

The “what” question is one of the simplest but most powerful tools in the leader’s communication toolkit. It shifts conversations from blame and defensiveness to ownership, curiosity, and forward momentum, which are essential for high-performing teams.

“Why” questions often feel like interrogation, especially under pressure, and can trigger defensiveness or rationalization. In contrast, “what” questions such as “What are we learning from this?” or “What needs to happen next?” invite reflection without attacking motives. This subtle change in language keeps people engaged with the problem instead of protecting themselves from perceived judgment.

Leaders who as “What do you think we should do?” signal trust in their people’s judgment and experience. This kind of questioning prompts team members to think for themselves, increasing buy-in and accountability for the path they choose. Over time, “what” questions help shift a culture from passive compliance to active contribution, where people see themselves as co-owners of results.

A well-placed “what” question can turn a setback into a learning moment. Questions like “What contributed to this outcome?” or “What could we try differently next time?” focus on systems, choices, and experiments rather than personal blame. This approach supports psychological safety by making it clear that honest reflection, dissent, and new ideas are welcomed, not punished.

Leaders can start small but consistently by integrating questions such as:

• What does success look like here?

• What is the real challenge we’re facing?

• What support do you need from me?

• What will you commit to before we meet again?

Used with genuine curiosity and follow-through, these “what” questions help leaders develop more capable, confident, and innovative teams.