It’s been CRAZY windy this week in Victoria, Australia this week! Power going out across the state and emergency service workers being stretched. THANK YOU to them!!!
In the workplace, communication can be like managing the wind—essential for progress but potentially damaging if not properly controlled. Just as a strong wind can propel a ship forward or, if left unchecked, it can cause huge amounts of damage. Communication in the form of unchecked assumptions or unasked questions can lead to misunderstandings and conflict.
It had me thinking about Alex, Project Manager and Priya, Project Officer that I had been called in to support through their workplace conflict.
Alex had noticed that Priya was often quiet during project team meetings and had minimal contribution in their 1:1s. Assuming that Priya wasn’t engaged, Alex stopped inviting Priya to various meetings and after cancelling two 1:1s, moved their 1:1 catchups to fortnightly as he thought they were not an effective use of time. This caused Priya to feel isolated and undervalued and she did not have all of the information required to keep the project moving. She started to feel as though she was failing at work, something she had had never experienced before.
This is when Priya asked to switch projects and move elsewhere, however due to resourcing issues nothing changed for her. With this, Priya took a week’s unplanned annual leave which then turned into a week of sick leave. It was a very frosty wind blowing between Alex and Priya, yet Alex could not understand how this had all come about.
Asking questions is how you harness the wind at work!
It serves as a way to moderate the wind’s intensity—ensuring that ideas and concerns are shared constructively rather than building up pressure and causing friction, as it did with Alex and Priya. When team members feel that their perspectives are valued and considered, they’re less likely to feel resentful or marginalised.
Instead of allowing the wind of assumptions to whip into a storm of mistrust and misunderstood assumptions, there are a simple series of well-placed questions that Alex could have asked when he sensed the dynamic was developing or even well before!
Example questions to help “harness the wind”
- “Can you walk me through your perspective?”
This question can defuse tension and open a dialogue as it clarifies the issues and shows a willingness to understand rather than blame, which is essential for conflict resolution. - “What do you need to feel heard and understood in this situation?”
This question helps to clarify the other person’s needs and encourages them to express themselves openly. - “How do you think we can resolve this issue together?”
This invites collaboration and focuses on finding a solution that works for both parties. - “What part of this situation concerns you the most?”
By identifying the primary concern, you can address the core issue more effectively. - “Is there anything I can do differently to help improve our communication?”
This question shows a willingness to change and adapt, which can help de-escalate tension and build mutual respect.
Just remember, you have to hear and listen to the responses. However that is the subject matter for a blog on a different day.
Ultimately, asking questions at work is like managing and harnessing the wind. It ensures that communication is directed, controlled, and productive rather than chaotic and damaging. Without questions, the wind of assumptions and misunderstandings can easily tear through a team, causing unnecessary conflict. But with the right questions, clarity and cohesion can result, ensuring that everyone is working together toward the same goal. Something that Alex and Priya could really have used!
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