Good Leaders Ask Great Questions

Good leaders ask great questions, not because they know everything, but because they are eager to learn more." This book answers the question, "How can asking the right questions improve leadership?

1. The Power of Curiosity in Leadership

Curiosity fuels great leadership. Leaders often feel pressure to appear knowledgeable and decisive, but Maxwell argues that the best leaders embrace their curiosity and use it as a tool to connect with their teams and grow personally. By asking meaningful questions, leaders foster environments where innovation and collaboration thrive.

Curiosity signals a willingness to learn and adapt. For example, a leader who asks, “How can we improve this process?” may discover new efficiencies or employee strengths they hadn’t noticed before. It also shows humility, a quality that helps leaders build trust and authenticity. Employees are more likely to rally behind leaders who admit they don't have all the answers but are eager to find them.

When leaders ask questions, they validate the voices and ideas of their team members. Employees feel valued and heard, encouraging them to contribute more actively. Leaders who consistently show curiosity turn their teams into pools of collective intelligence.

Examples

• A CEO who surveys their team about workplace morale uncovers valuable feedback that leads to better employee retention.
• A manager who asks, “How can we serve customers better?” generates creative ideas from frontline staff.
• A startup founder seeking input from their board of advisors learns new strategies for fundraising.

2. Self-Investment Leads to Leadership Growth

Leadership is an ongoing journey that begins with a commitment to self-improvement. Maxwell emphasizes the importance of continuously investing in oneself, whether through education, mentorship, or skill development. A leader’s ability to grow often mirrors the investments they make in themselves.

This concept is like planting a garden—growth requires effort, nurturing, and the right resources. Leaders who prioritize their own development bring more to the table for their teams and organizations. They lead by example, illustrating that self-improvement is a continuous and worthwhile endeavor.

Through self-investment, leaders can advance their skills, stay adaptable in a changing landscape, and dream bigger. When a leader upgrades their toolkit, it becomes easier for them to help others do the same.

Examples

• Reading one book a month keeps a leader open to new ideas and perspectives.
• Attending leadership workshops helps a manager enhance communication strategies.
• Seeking regular feedback from peers and mentors fosters personal reflection and improvement.

3. Surround Yourself with the Right People

No leader operates in isolation. Maxwell encourages leaders to be intentional about the company they keep, as the people around them significantly impact their mindset, ambition, and decision-making.

Surrounding yourself with positive, growth-focused individuals provides inspiration and accountability. These are the people who challenge you to think bigger and encourage you to persist through difficulties. A strong circle of influence can spark creativity and generate the emotional support leaders need.

Leaders should also observe and learn from others’ behaviors—both successes and mistakes. This observation is a form of questioning, prompting analysis such as, “Why did this work for them, and what can I adopt for myself?”

Examples

• A mentor shares strategies for better work-life balance with a young executive.
• Collaborating with a high-achieving peer pushes a manager to elevate their own game.
• Joining an industry group opens doors to relationships that lead to innovative partnerships.

4. Humility as a Hallmark of Leadership

Humility is indispensable in effective leadership. When leaders are humble, they empower their teams rather than positioning themselves as the center of attention. Maxwell emphasizes that humility involves recognizing one’s limitations and valuing collective success over personal accolades.

Humble leaders are more approachable and foster open communication within their teams. They encourage authenticity by being honest about their flaws or areas where they’re still learning. This openness creates a safe space for employees to voice concerns, admit mistakes, and share ideas freely.

Humility also equips leaders to make decisions that benefit the organization, not just themselves. It shifts the focus to the “why” behind their leadership—a purpose rooted in service, growth, and collaboration.

Examples

• A leader shares their personal learning experiences during a team meeting, encouraging employees to take growth risks.
• A project manager credits their team's efforts for a big win, enhancing team morale.
• A director apologizes for a misstep, setting an example of accountability and self-awareness.

5. Nurturing Team Collaboration Through Questions

Asking team-oriented questions, like “What do you think?”, encourages collaboration and helps uncover diverse perspectives. Maxwell notes that great leaders don’t pretend to have all the answers. Instead, they create dialogue that leads to better, more inclusive decisions.

Questions empower employees to share ideas that might otherwise go unheard. This collaborative approach fosters a culture of trust and proactive problem-solving. It shows team members their input is valued and can reshape the direction of a project or company.

Listening to team responses also builds rapport, making it easier for leaders to push for collective action or change when needed. Through strategic questioning, leaders guide the team toward solutions while integrating everyone’s insights.

Examples

• A team brainstorms ideas for a new marketing campaign when asked for suggestions.
• Employees voice concerns during a feedback session, prompting needed organizational changes.
• A junior staff member proposes an innovative tool after being encouraged to contribute.

6. Clarity in Communication

Knowing how your team understands your messages is as important as deciding what to communicate. Maxwell emphasizes that leaders must consider both content and context when communicating. Asking, “What do I need to communicate?” ensures your message resonates effectively with your audience.

Clear communication reduces ambiguity, aligning everyone toward the same goals. It requires leaders to step into the recipient’s perspective, thinking about what information they most need and how best to deliver it. This means going beyond words to include tone, timing, and visual aids when necessary.

Leaders who excel at clear communication minimize misunderstandings and enhance execution within their teams. By focusing on clarity, they build transparency, improve efficiency, and maintain unity.

Examples

• A leader uses visual dashboards to ensure team members understand project statuses in real time.
• By hosting Q&A sessions post-meeting, a director ensures all concerns are addressed.
• Weekly updates keep department members informed about ongoing changes in policies.

7. Authenticity Builds Credibility

Authenticity in leadership fosters trust and loyalty. Maxwell stresses that being genuine—acting according to true values and beliefs—sets great leaders apart. Authentic leaders don't hide their humanity; they show vulnerability when necessary, making them relatable and respected.

Authenticity breeds consistency in decision-making and interaction. Leaders who stay true to their principles avoid sending conflicting signals to their teams. This consistency builds a dependable and loyal workforce, ready to follow the leader's vision.

Furthermore, an authentic leader inspires authenticity within the organization. Employees, seeing the leader model integrity, are more likely to replicate it in their behaviors and interactions.

Examples

• A leader openly shares the challenges of a business decision, earning respect for transparency.
• Consistently aligning actions with team values builds long-term trust with employees.
• An executive takes the time to personally meet newly hired staff, showcasing genuine interest in people.

8. Listening Is as Important as Asking

Great leaders don’t just ask questions; they truly listen to the answers. Maxwell emphasizes active listening as an essential leadership tool, allowing leaders to genuinely understand and use the feedback they receive.

Active listening validates the speaker, showing that their input matters. For leaders, this means not only absorbing information but also acting on it when applicable. It requires focus, patience, and the ability to silence one's internal dialogue while others speak.

Leaders who listen well often notice subtle emotional cues and unspoken concerns. This approach fosters higher levels of trust and better judgments, as decisions are informed by broader, more accurate information.

Examples

• A team member hesitates while speaking, and the leader asks a clarifying question to ensure understanding.
• During a performance review session, a manager reflects an employee's feedback to confirm comprehension.
• A chief officer spends extra time mediating a dispute to fully understand both sides before intervening.

9. Leadership Is Continuous Learning

Maxwell frames leadership as a never-ending process of growth and adjustment. Just as a captain must adjust their sails when steering a ship, leaders must reinterpret their strategies, explore new ideas, and remain willing to change. This foundation begins with the mindset that learning never stops.

Leaders committed to lifelong education model resilience and adaptability. They teach their teams that challenges are opportunities for growth, not obstacles. This 'growth mindset' can transform entire organizations when adopted collectively.

The best leaders view every experience as a lesson, asking themselves questions like, “What did I learn from this failure?” or “How might I approach this differently next time?”

Examples

• A director attends a leadership conference to stay updated on industry innovations.
• Regularly mentoring others gives a CEO new perspectives from newer employees.
• Revisiting failed projects to evaluate what went wrong leads to better future outcomes.

Takeaways

1. Make curiosity your leadership superpower by regularly asking self-reflective and team-oriented questions.
2. Invest time and resources in your growth, and encourage your team to do the same.
3. Always listen more than you speak to nurture trust, understanding, and constructive dialogue.