3 Questions Every Leader Should Ask
Good leadership goes beyond setting targets and tracking progress. It’s about connecting with your team, understanding what drives them, and creating a space where everyone feels valued. Here are three simple but powerful questions every leader should ask. Each one can bring out fresh ideas, reveal what your team needs, and help you guide them toward their goals.
1. "If you were CEO, what’s the first thing you’d change?"
This question opens the floor for honest feedback. It’s a chance for your team to share ideas they may not usually bring up. Asking this isn’t about challenging your role; it’s about getting fresh takes from those who know the day-to-day of the business. You might discover a new idea, notice an issue, or hear a suggestion that could make a big difference.
Why it matters: This question gets your team thinking big and makes them feel like they have a real stake in the company. When you show you’re open to their ideas, they’re more likely to take ownership of their work and feel like true contributors.
How to ask it: Ask this during team meetings or in one-on-one check-ins. Make sure to listen and take notes; sometimes a small comment could lead to a big improvement. And, if you can, take action on what you hear—it shows you’re listening and that their opinions matter.
2. "How are you doing today?"
It’s a simple question, but one that goes a long way. Asking how someone’s doing shows that you care about them beyond their work. While it’s easy to jump straight into tasks, a quick check-in can make all the difference.
Why it matters: When you regularly ask how someone’s doing, it builds trust and a positive work culture. It also helps you understand how your team is really feeling. If they know you care, they’re more likely to come to you when something’s wrong or when they need help.
How to ask it: Start each meeting with this question, or just check in casually whenever you can. Keep it light and open so they feel comfortable sharing if they want. It’s an easy habit that helps everyone feel seen and valued.
3. "Where do you see yourself in your career and life in the next 3-5 years?"
This question goes beyond the daily grind and looks toward their future. It’s about understanding their bigger goals and what really drives them. Your motivations might not be the same as theirs, and knowing what they truly want can help you support them better.
Why it matters: When employees feel like their future goals are supported, they’re more engaged and invested. It also helps you guide them along a path that fits with both their goals and the company’s needs. When people feel like they’re growing, they’re more likely to stay and do their best work.
How to ask it: Have regular conversations about their career goals. Encourage them to be honest about where they want to go, and see how you can help them get there—whether that’s through new projects, training, or adjustments in their role.
The Bottom Line
Great leaders don’t have all the answers; they ask the right questions. By regularly checking in with these three questions, you’re not just leading—you’re building a team that feels heard, supported, and motivated to bring their best selves to work.
