Week 2 – Focus on The HOWs
Lesson 8 How Can I Help? Questions To Clarify a Task (WHATs)
“Ask for help not because you are weak. But because you want to remain strong.” Les Brown.
We don’t ask for help enough. People may not ask for help due to fear of appearing vulnerable, a desire for independence, concerns about imposing on others, lack of awareness, past negative experiences, a perception of high competence, and cultural or societal factors. Creating a supportive and open environment can encourage individuals to seek assistance when needed.
We need to demonstrate the behaviour that we want, so asking others for help is crucial. As a team leader often the role is to help get you, your direct report, or the organisation out of the way of what needs to be done. There are three areas to consider when helping someone with a task.
Consideration 1: If you hold up a map, people will come help with directions
One of the biggest challenges in completing a task is how it is communicated and understood. That’s why it is important that managers give as much context as possible. An example of the power of good context is in research on the bystander effect. When someone gave an explanation, such as saying that their wallet had been stolen, the percentage of people giving assistance was higher (72%) than when someone just asked for some spare change (34%).
Understanding the purpose and impact of your work is akin to having a compass guiding you through the professional landscape. It's not merely about completing tasks or meeting deadlines; it's about comprehending the deeper significance behind your actions. The role of a leader is to give context. There are two questions that can be helpful to explain a task
To understand a tasks purpose, ask the question What specifically do you need this for?
When you grasp the purpose of your work, you gain clarity on how your contributions fit into the larger picture, whether it's advancing a company's mission, solving societal issues, or fulfilling personal goals. This understanding fuels motivation and commitment, driving you to perform at your best.
To understand a tasks impact, ask the question What does done look like?
Being aware of the impact of your work allows you to assess its ripple effects, both intended and unintended, on various stakeholders and environments. It enables you to make informed decisions, adapt strategies, and strive for outcomes that align with your values and aspirations. Ultimately, by embracing the importance of understanding the purpose and impact of your work, you pave the way for more meaningful and fulfilling professional endeavours.
Optional Read For additional questions to ask to make the task clearer see the Blog Post Questions to Ask to Make Delegation Clear
Consideration 2: We need to change our approach depending on the tasks
When you step in, consider how you do this? When delegating a task to your team, get them to be specific in what they need from you…
“I CAN’T.” Will ask how? Is it a competence question, it is about skill, haven’t done the ask before and need direction. To increase your competence to achieve a goal you need direction from someone who will; Set a clear goal, generate an action plan, show you how to do the goal or skill, clarify roles, provide timelines, establish priorities, monitor, and evaluate your work and give feedback
“I WON’T.” Is it a commitment question (will, need support). To increase your commitment to achieve a goal you need support from someone who will; listen to you, recognise and appreciate your efforts, facilitate your problem solving, ask you for input, provide rationale (remind you why you’re doing it), share information about their experiences and relevant to the goal, share information about the organisation relevant to the goal
Activity Can’t or Won’t
Who is someone in your team who can’t do something? In your Black Workbook on Page 9 circle which technique out of the list above could you leverage to support them? Which of your top 5 CliftonStrengths Themes could you use to help you? For clues refer to the Brings Needs report on Page 9 of your White Workbook and the column I Bring
Who is someone in your team who won’t do something? In your Black Workbook on Page 9 circle which technique out of the list above could you leverage to support them? Which of your top 5 CliftonStrengths Themes could you use to help you? For clues refer to the Brings Needs report on Page 9 of your White Workbook and the column I Bring
Consideration 3: Who’s task is it?. For more on this see the next lesson
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