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Rescooped by Krista Allen from Surviving Leadership Chaos!

Coaching on How To Ask Powerful Questions

Coaching on How To Ask Powerful Questions | Management Best Practices |

Here are ten ways asking questions can help us be more effective leaders and create breakthroughs in our impact.

Via donhornsby
donhornsby's curator insight, May 27, 2014 2:21 PM

(From the article): 

Here’s the real challenge to asking good questions. It requires a shift in our own mindset as leaders. We have to let go of three ego needs that hold us back.

Let go of the need to be superior or to prove ourselves (e.g. I’m the smartest person in the room so let me tell you everything I know).Let go of the need to control outcomes (e.g. the best and most efficient way to do this is my way, so let me just help you by telling you what to do).Let go of the need for perfection or need to succeed without any tolerance for failure (we have to do this perfectly because anything less than success will make us or me look bad).

This is where executive coaching really works to uncover limiting beliefs and paradigms we have so we can let our curiosity naturally flow through. Do these apply to you?


Michael Binzer's curator insight, June 25, 2014 9:36 AM

Ten good ways to ask difficult questions. Worth reading

Marc Kneepkens's curator insight, June 25, 2014 1:08 PM

Questions will start the process of communication, resolving, thinking, etc. Great article.

Scooped by Krista Allen!

6 Indicators of a Great Manager | Switch and Shift

6 Indicators of a Great Manager | Switch and Shift | Management Best Practices |

We all talk about the impact that strong leaders have on successful businesses and ways in which you can become a good leader. Many corporations spend exorbitant amounts of money sending their top leadership to seminars, educational programs, and other training interventions to become better leaders.


However, what about managers, the people who directly interact with your frontline employees every day? These are the individuals who you empower to lead the charge in reaching your business goals. Managers are often promoted because they did a great job as an individual contributor, not because they are great leaders of other people. This is one of the biggest reasons top employees are leaving organizations: they have a dysfunctional relationship with their manager. Why? Because the manager was not equipped to engage, motivate, coach, or inspire them.

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Rescooped by Krista Allen from Online Learning and Design!

Bloom's Taxonomy of Learning Domains

Bloom's Taxonomy of Learning Domains | Management Best Practices |

Via Ana Cristina Pratas, Debs ELEANOR
Raquel Oliveira's curator insight, May 26, 2014 5:34 PM

um comparativo de evolucao que amplia as etapas de aprendizagem.

Paula King, Ph.D.'s curator insight, May 27, 2014 12:48 AM

Helpful explanation.

Dean Mantz's curator insight, May 30, 2014 3:21 PM

Special thanks to @Ana Cristina Pratas for sharing Don Clark's original post on


Don has shared a vast number of resources on this post ranging from a diagram showing the changes between the original and updated Blooms to ISD concept maps and instructional design toolkits.  

Here is a quote from Don's post explaining Solo Taxonomy - " model that might prove more useful is the Structure of Observed Learning Outcome (SOLO) taxonomy. It is a model that describes levels of increasing complexity in a learner's understanding of subjects (Biggs, Collis, 1982). It aids both trainers and learners in understanding the learning process. The model consists of five levels in the order of understanding..." - See more at: