Stephen Billing’s Blog

This 1.5 minute video explains joint enquiry as a key way that as a change leader you can engage with your people when trying to generate change in your organisation.

I was paid a compliment last night when someone said that I was smooth in the way I handle challenges or questions of my approach and ideas. She said that I seem to be able to avoid resistance in the way I work with clients and staff. She also said that she finds others get uncomfortable when she asks questions, and I know that feeling well. 

I was pleased she said that, because it reminded me that it wasn’t always that way. I still feel exposed in this area quite often. In the past I’ve been known for my bluntness and for drilling in on things that make others uncomfortable. 

I have worked to develop my skills in this area. One thing that has helped greatly in dealing with tricky situations has been that I have come to see my work with clients as a process of joint enquiry. What I mean by this is that I take the position that the other person has a viewpoint to offer and I have a viewpoint to offer. If they are different, then a discussion about them offers the possibility for a new viewpoint to emerge. And changing viewpoints is the essence of organisational change. 

When you notice others feeling uncomfortable with a line of questioning, or a conversation do you:

a)    back off

b)    drill deeper

c)    comment on the discomfort

d)    other

My natural tendency is to drill deeper,  and while this can sometimes be a good thing, it also can get me into trouble at times.