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Open-ended questions for more impact in your conversations
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Asking questions, we do it all day long. And as a coach or manager, perhaps even more often. Do you ever stop to think about the impact of your questions? Because the way you formulate a question determines how much space the other person gets to share his or her thoughts.
In this article, learn more about the differences between open and closed questions and how you can consciously use them for more effective communication.
Open vs. closed questions: What is the difference?
Closed questions often lead to a short and specific answer, usually “yes” or “no.” They often already contain an assumption and leave little room for nuance. A classic example is the question we all ask from time to time:
- “Did you have a nice day today?”
The risk with this question is that you will then get a simple “yes” or “no” answer and it will seem that the conversation is over. If you want an answer other than “yes” or “no” then it is better to ask the question open-ended, such as:
- “How was your day today?”
- “How was your game today?”
These questions invite a more comprehensive answer and the likelihood of a conversation is greater.
This principle applies equally well in a professional setting. Imagine a development conversation.
Instead of:
- “Have you found your place on our team?”
Better to ask:
- “How did you find your place on our team?”
- “How do you perceive your role within the team?”
By asking open-ended questions, you invite the other person to speak freely, without your assumptions driving the conversation.
When do you choose a closed question?
Although open-ended questions are often preferred, closed-ended questions can be useful to quickly clarify or check an observation.
For example:
- “You mean you don’t always feel heard?”
This is a closed-ended question, and helps you tune into whether you are interpreting someone’s feelings correctly. You can then expand on this with:
- “Or do you mean something else by this?”
So a closed question is not necessarily undesirable, as long as you use it consciously and purposefully.
What makes open-ended questions essential in coaching and leadership?
The great advantage of open-ended questions is that you invite the other person to put their thoughts and feelings into words. This offers broader insights other perspectives and supported in finding solutions.
Compare these two questions:
“You must find that very difficult and annoying?”
“What’s it like for you when you do that?”
The first question already directs a certain answer. The second leaves the other person free to explore and share their own thoughts. This is essential in coaching because self-formulated insights are more powerful and effective than imposed conclusions. Also for you as a manager, it delivers more insights about someone or about work when open-ended questions are asked.
How do you recognize an open-ended question?
Open-ended questions begin with question words such as:
- How
- What
- Which
- Who
- Where
- When
Although “why” is also an open-ended question, it can sometimes come across as confrontational or reproachful (“Why did you do that?”). Rather, replace it with:
- “What made you do that?”
- “What influenced your choice?”
In this way, you invite the other person to think more deeply and answer openly.
Consciously asking questions for better conversations
Whether you ask open or closed questions, the most important thing is to be aware of your intent. What do you want to achieve with your question? Do you want a concrete answer quickly, or rather a conversation with exploratory dialogue and more impact?
By being intentional about this, you not only improve more impact conversations you have, you also improve connection and collaboration with others.
Want to learn more about the art of questioning and how to use it in coaching or as a leader? Request a free orientation session now! Or take a look at the annual Co-Creation training. Intention is ICF Level 2 accredited, affiliated with NOBCO and ACTO and has almost 20 years of experience in training people in transformational coaching and leadership. With an Intention education or training, you contribute to growth, connection and more authenticity in your immediate environment, within organizations and in the world.
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