We’ve all been with a youngster who repeatedly asks “Why?” to every answer you give. Nothing seems to satisfy their curiosity.
Many exasperated adults cut off the questioning but asking “why” is actually an invaluable skill that we should cultivate instead of extinguish. “Why” allows people to contextualize the actions, understand the back story behind a practice, and exposes the nonsensical rules that exist only because no one else has questioned them.
More importantly, “why” illuminates the meaning behind the action. Too many times, supervisors focus on the “how” of a change effort or the technical aspects of a task rather than sharing the “why” information that would provide a sense of purpose for those involved. Another common misstep is sharing the “why” and not continually reinforcing it, assuming that once is enough for people to internalize the rationale. It plays out when the first few minutes of a presentation describe the “why” but the remaining portion of the meeting and all subsequent communications are about the logistics of the changes and how to implement them. No wonder people resist!
Take a lesson from those toddlers and enhance your ratio of “why.” Share your purpose often and keep the reason behind a change in the forefront. If you don’t have a good answer to why you’re doing something, maybe you don’t have a good reason to do it.
