Comments on: Genuine Inquiry http://www.aspire-cs.com/genuine-inquiry Thu, 09 Feb 2012 18:03:14 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Mary Jo Asmus, President, Aspire Collaborative Services LLC http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-315 Mary Jo Asmus, President, Aspire Collaborative Services LLC Thu, 01 Oct 2009 09:58:11 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-315 Soumyaranjan, thanks for the affirmation.<br /><br />Steven, I agree that inquiry is but one tool in a leader's toolbox. Interestingly, it seems to me that it is the one that is least used, but should be brought out more often. Soumyaranjan, thanks for the affirmation.

Steven, I agree that inquiry is but one tool in a leader's toolbox. Interestingly, it seems to me that it is the one that is least used, but should be brought out more often.

]]> By: Steven M. Smith http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-314 Steven M. Smith Wed, 30 Sep 2009 19:15:18 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-314 Mary Jo, Is the context for this post still coaching an individual? I somehow have interpreted the context may have widened to include group inquiry.<br /><br />Leading group inquiry is more complex than individual inquiry. The process starts with discovery, which your post addresses nicely. It continues with integration of the unearthed information, which will involve working through conflicts. I'll leave it to you to determine whether that subject deserves a separate post.<br /><br />Regardless of whether it's individual or group inquiry, the effective leader is the person who can reframe the information so that the result is an integration rather than a compromise.<br /><br />As you say, it's easier and faster to bark out the answers. The inquiry process is powerful and can be slow. And the slowness causes it to be viewed as a waste of time by many people whose opinions matter. I believe leaders should engage this process only when an integrated answer really matters. Mary Jo, Is the context for this post still coaching an individual? I somehow have interpreted the context may have widened to include group inquiry.

Leading group inquiry is more complex than individual inquiry. The process starts with discovery, which your post addresses nicely. It continues with integration of the unearthed information, which will involve working through conflicts. I'll leave it to you to determine whether that subject deserves a separate post.

Regardless of whether it's individual or group inquiry, the effective leader is the person who can reframe the information so that the result is an integration rather than a compromise.

As you say, it's easier and faster to bark out the answers. The inquiry process is powerful and can be slow. And the slowness causes it to be viewed as a waste of time by many people whose opinions matter. I believe leaders should engage this process only when an integrated answer really matters.

]]> By: Soumyaranjan Dash http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-313 Soumyaranjan Dash Wed, 30 Sep 2009 15:38:03 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-313 Art of Inquiry! is, no doubt, a powerful tool to take better dicisions before the decision, itself. Art of Inquiry! is, no doubt, a powerful tool to take better dicisions before the decision, itself.

]]> By: Mary Jo Asmus, President, Aspire Collaborative Services LLC http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-312 Mary Jo Asmus, President, Aspire Collaborative Services LLC Wed, 30 Sep 2009 13:39:02 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-312 Becky, Thanks! if I've given you some food for thought,then I've done my job!<br /><br />Dorothy, yes, this is hard work! What your comments prompt is the need for coaches or mentors in these tough times.<br /><br />Wally, your comments bring up the fact that even though we might feel we're "transforming", it does take longer for our employees to see the change. Patience and some kind of support mechanism are key. Becky, Thanks! if I've given you some food for thought,then I've done my job!

Dorothy, yes, this is hard work! What your comments prompt is the need for coaches or mentors in these tough times.

Wally, your comments bring up the fact that even though we might feel we're "transforming", it does take longer for our employees to see the change. Patience and some kind of support mechanism are key.

]]> By: Wally Bock http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-311 Wally Bock Wed, 30 Sep 2009 13:00:40 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-311 This is another piece of the inquiry puzzle, Mary Jo, thanks for adding it. One thing we don't often tell the managers who want to change from barking to asking is that they may encounter mistrust, disbelieve and even resistance. It's a bit like being one of the Israelites on the trip from Egypt to the Promised Land. You might have been a slave in Egypt, but at least you had food and shelter, and the Promised Land is still a long way away. This is another piece of the inquiry puzzle, Mary Jo, thanks for adding it. One thing we don't often tell the managers who want to change from barking to asking is that they may encounter mistrust, disbelieve and even resistance. It's a bit like being one of the Israelites on the trip from Egypt to the Promised Land. You might have been a slave in Egypt, but at least you had food and shelter, and the Promised Land is still a long way away.

]]> By: Dorothy Dalton http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-310 Dorothy Dalton Wed, 30 Sep 2009 12:52:09 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-310 This is excellent content. Especially in today's economic climate, many leaders are feeling insecure and are afraid to ask questions and then sit back and listen. Creating an atmopshere of open, constructive and collaborative communication is key in any successful organisation. This is excellent content. Especially in today's economic climate, many leaders are feeling insecure and are afraid to ask questions and then sit back and listen. Creating an atmopshere of open, constructive and collaborative communication is key in any successful organisation.

]]> By: Becky Robinson http://www.aspire-cs.com/genuine-inquiry/comment-page-1#comment-309 Becky Robinson Wed, 30 Sep 2009 11:48:11 +0000 http://www.aspire-cs.com/new-site/genuine-inquiry#comment-309 Another great post.<br /><br />Two things stand out to me:<br />1. Willingness to enter the unknown. I agree that it takes courage to ask questions that you don't know the answers to. Yet eframing this as willingness to enter the unknown introduces possibility and potential to discover new and helpful solutions.<br />2. Being available to listen to the answers. An important reminder that asking the questions is just the beginning. <br /><br />Thanks, MJ. You've given me a lot to think about and apply today. Another great post.

Two things stand out to me:
1. Willingness to enter the unknown. I agree that it takes courage to ask questions that you don't know the answers to. Yet eframing this as willingness to enter the unknown introduces possibility and potential to discover new and helpful solutions.
2. Being available to listen to the answers. An important reminder that asking the questions is just the beginning.

Thanks, MJ. You've given me a lot to think about and apply today.

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