With ONE Simple Question!

Leaders, managers, investors, parents, and coaches, are often realizing and mentoring someone’s big dream.

The bigger and more outlandish the dream, the greater the disbelief and concern.  This doubt can produce unhelpful reactions like “what are you thinking” or “it sounds too risky”.

Yet there is ONE simple question that powers success with both inspiration and practicality.

Realizing & Mentoring Another's Dream With ONE Simple Powerful Question Image: KLW Photo

The ONE Simple Question

“What do you picture?”

This questions powers positive inquiry, broader and deeper perspective, dialogue, and research. It unearths understanding of:

  1. What does the dreamer think it will take to make the dream a reality?
  2. How complete or accurate is that picture?
  3. What strengths and how much endurance does the dreamer have?
  4. What obstacles does the dreamer foresee – internal and external?
  5. How will the dreamer handle missteps and mistakes – psychologically and practically?
  6. What help, truly, does the dreamer expect?

What do you picture is a far better question that what is your plan? The latter requires great foresight of details at the start yet doesn’t assess the dreamer’s true readiness.

For leaders and managers with a tough career slot to fill, knowing the applicant’s vision of that job is critical to a successful decision.

For parents with wide-eyed teenagers or high achieving college students, asking what do you picture encourages them to consider their dream more deeply without killing their spirit.

For investors in new inventions, knowing how the inventor thinks and pictures the future will affect the win or lose.

For coaches, this one simple question — what do you picture sets up a positive non-directive dialogue with those they coach.

There will be time for plans and details. Yet if you skip the picture and go right to the plan, the plan will be incomplete. It will lack success factors that are found within the dreamer not within the plan.

Have you tried this question — what do you picture? What was the result and response?

From my experience to your success,
Kate Nasser, The People-Skills Coach

©2011 Kate Nasser, CAS, Inc. Somerville, NJ. If you want to re-post or republish this post, please email Thank you for respecting intellectual capital.

Kate Nasser, The People-Skills Coach, guides people from inspiration to action. Her workshops, consultations, keynotes, and DVDs, turn interaction obstacles into interpersonal success and business wins. View footage, keynote topics, workshop outlines, and customer results at this site.

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Leaders, what do you expect of your team members about whistle blowing? If a team member is slacking off, not contributing to the mission, working against the mission — is it the duty of other team members to speak up about it? If yes, whom should they speak to?

Or would you see this as a disloyalty and poor teamwork? Many reply it depends on the situation.

Leaders, Do Your Teams Know Your View on Whistleblowing?

My questions to leaders:

Do your team members think whistle blowing is a duty or disloyalty? Do they know what you think? Have you discussed this openly with the team?

So often when a team forms, there is great focus on purpose, goals, and getting to know each other. It is a good beginning for a productive team.

Yet productivity, morale, and results can plummet where confusion reigns around whistle blowing.

  1. Will I be seen as a rat?
  2. What retribution will I suffer?
  3. Will the leader see this as intruding on his/her domain?
  4. Will the leader label me a trouble maker?

In the worst case of this confusion, cliques can develop, negativity can spread, and time is spent griping vs. working. A recent development – employees were fired for Facebook posts decrying a peer who was slacking off and The National Labor Relations Board judge ruled the employees back to work.

Having the conversation at work vs. griping on Facebook is far more valuable! How sure are you that your team knows your position  — duty or disloyalty?  Have you ever said to yourself, “why didn’t they tell me before it got so bad?

The Valuable Conversation
If you are ready to broach the subject, these guidelines deliver.

    The Focus: Team ownership of the results and reaching full potential. Is this team trying to be a high performance team? What does that mean? What impact does individual commitment and performance ultimately have on results?

    Trust: Spend time discussing it. How do each assess trust? What can team members do to sustain trust when disagreeing and/or speaking up about poor performance?

    The Approach: State perceptions and ask questions instead of declaring and accusing. Statements worded as perceptions followed by questions keep communication flowing. Declarations by peers can be inaccurate and accusatory questions can build resentments.

There are many times when having this conversation is critical: Forming a new team, becoming the new leader of an existing team, bringing on new team members, merging teams into one, and before major changes or stress.

It may not be the most comfortable conversation yet not having it breeds more discomfort.

I am happy to provide you with more targeted details for having this conversation,

From my experience to your success,
Kate Nasser, The People-Skills Coach

What do you think? Is it a duty or a disloyalty?

©2011 Kate Nasser, CAS, Inc. Somerville, NJ. If you want to re-post or republish this post, please email Thank you for respecting intellectual capital.

Kate Nasser, The People-Skills Coach, Masters Org. Psychology, turns interaction obstacles into teamwork and business success. From inspiration to action, Kate will help you fill the gaps of diversity with business wins. See this site for custom workshop info, customer results, and book Kate now.

My passion is customer service and teamwork.  So I was very pleased to deliver a key session at the International Help Desk Conference Las Vegas, NV.

“Conversations with Customers: Best & Worst Moments”
The session was recorded. If you want a copy of the CD, please contact me.
Metrics don’t create great service. They measure great service that you create through the conversation. In fact, the conversation is the customer’s metric — voice-to-voice and online.

When conversing, speak from inside the customer’s head.

  • Value the customer’s need for help – that’s why you are in business.
  • Use the customer’s language and jargon — not yours.
  • Respect the customer’s expertise and add yours to it.
  • Use the customer’s perspective when choosing your focus.
  • Embrace the customer’s business priorities and deadlines to satisfy them.

Lastly, make the service experience easy and enjoyable for the customer.  View this related post GPS Your Brain to Work Other Personality Types if you want to deliver customer service at the highest level.

I welcome your contributions in the comment section below.  If you wish to share the info in this post with others, I ask only that you credit this site.

Yours in service … Kate