Where is Your Next Great Insight Hiding?

Here’s a radical idea. It’s in asking better questions.

You’re already asking questions.  Why not make them better?

Ask the ones that signal "I actually want to understand you and your perspective." Here's why that’s better. That single shift can unlock trust, supercharge team performance, and transform your entire workplace culture.

All you need to get started is good intention, genuine sincerity and a learning mindset.

Why Your Questions Matter More Than Ever

Let's be honest, if AI's explosion into our professional lives has taught us anything, it's this: the quality of your question determines the quality of your answer. Garbage in, gold out isn’t going to happen. But thoughtful questions? They unlock brilliance.

The same principle applies to building inclusive cultures. When you ask the right questions the right way, something awesome happens. You're doing more than gathering information, you're signaling psychological safety. You're saying, "Your voice matters. Your difference is an asset."

And teams and organizations that do this consistently? They outperform and communicate better. People actually engage.

The Uncomfortable Truth (And Why It's Actually Good News)

Here's where most people get stuck: they think cultural competence is something you're born with. You're not. It's a skill developed through intentional practice, curiosity, and a genuine commitment to understanding people different from you.

The bonus? You don't have to get it perfect. You just have to care enough to learn.

Cultural competence lives at the intersection of asking thoughtful questions through a genuinely informed lens. It means educating yourself first, staying curious second, and remaining humble enough to course-correct when you miss the mark.

Let's Make This Practical

Not all questions are created equal. Some well-meaning questions may land wrong. They can feel invasive or reduce someone to their identity rather than recognizing their brilliance and expertise. Always examine impact over intent.  Be ruthlessly open to feedback.

But when you get it right, watch what happens.

• Instead of: "Why don't you celebrate ABC holiday?" Try: "What traditions or practices are meaningful to you?"

• Instead of: "Tell us about your perspective on diverse opinions”.  Try: "How can we make sure different viewpoints actually shape this project's direction?" or "Is there something we're missing here that you're seeing?"

See the difference? One invites performance. The other invites belonging.

Your Toolkit

• Frame questions with optimism. Reframe away from deficit language. Lead with possibility, not interrogation.

• Give people agency. Begin questions where you’re unsure how they’ll land with  "If you're comfortable sharing..." It's a sign of  respect. It tells people you see them as humans with boundaries.

• Stay relevant. Vague questions feel lazy and performative. Ground your curiosity in the actual work you're doing together. Make the connection clear.

The Real Outcome

Nobody thrives in a workplace where they're merely tolerated. Where they're stuck on the margins. Where they have to show up as a smaller version of themselves.

Building truly inclusive cultures requires stepping outside your comfort zone. But here's the thing: it's not as far as you think. It starts with one question. Then another. Then it becomes how you lead.

The return on that discomfort? Better relationships. Richer collaboration. Teams that actually like working together. People who bring their full selves to the table.

That's not just nice. That's transformational.

So what's your next question going to be?