Questioning towards effective engagement

  • What would be a sign that production is improving?
  • What skillset is needed to do the job effectively?
  • Where does your workload feel most manageable?
  1. The manager has lost concentration and the thread of the conversation — be honest, declare what has happened and move on, saying: “I’m really sorry, I lost my concentration — could you please repeat what you just said?”
  2. The manager is genuinely distracted by another thought, idea or insight — be honest and declare what is happening, saying: “I am sorry, but I keep on thinking about what you said earlier with reference to not liking things too easy. Can we go back to that for a while? It may be worth exploring”.
  3. The conversation is leading no-where and seems ‘stuck’ (maybe the energy has gone out of the conversation or the conversation just feels pointless) — be honest again. Say what you are thinking or feeling, for example: “I am feeling that we are stuck now as I don’t know where our conversation is heading — is this still a useful discussion?”



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Jonathan Mills

Jonathan Mills


Jonathan has spent over 30 years focusing his efforts on developing people throughout the world. He believes that people have the most impact when stretched.