Keeping morale high: Ten questions to ask your team during Corona crisis

The ability to ask courageous, compassionate questions is a leadership superpower. It enables us to connect with our teams at a deeper level and to find more creative ways forward. And it means we listen more than we talk, which is crucial in a crisis.

The questions below will help you to listen to, support and empower your teams. Some are about empathy and fostering understanding of what is tough. Some are about positive psychology and fostering positive emotions such as happiness and gratitude, as these help to undo the negative effects of stress. In a crisis, leaders need to ask a combination of these types of questions. The first on its own could lead to endless wallowing. The second without the first could feel like people’s experiences are not being taken seriously. Together they are deeply powerful and will build team resilience.

Try asking a couple of these questions in every team meeting. Do a virtual ‘go round’ and make sure everyone is able to speak uninterrupted – mute everyone if you have a talkative team. And consider the introverts in your team as well as the extroverts – build in pair or small group conversations, silent reflection time and ask questions in advance where possible.

And finally - be prepared to answer the questions yourself. Your honesty and vulnerability will help others to do the same and will build an open, healthy, supportive culture.

1. How are you feeling?

This is the most important question you could ask in a crisis. Actively encourage the expression of difficult emotions, even if it makes you feel uncomfortable, and always reflect back the feelings you hear expressed, so people feel heard. When leading a team, I typically ask this question at the start of all team meetings so I know the mood of the team from the outset.

2. What do you need?

It is often tempting, when we hear difficult emotions expressed, to try to ‘fix’ them. Instead of assuming what the person needs, ask. Some people, if they are feeling tearful, for example, might need a listening ear; others might need space to reflect on their own.    

3. What ideas do you have for meeting your need for X?

Involve people in finding solutions themselves, both individually and collectively. This will build up their confidence, creativity and ultimately their resilience.

4. What have you learnt from past stressful situations that could help you now?

Challenge and empower staff to take responsibility for staying emotionally healthy. Give them space to reflect on this question – most will be able to think of a coping strategy that has worked for them in the past. 

5. What new or different things could I do to support you? What do I need to stop doing?

Take any opportunity you can for feedback and continual learning. But remember that if you are asking this courageous question, you need to listen courageously too. Stay non-defensive otherwise no one will speak up again. If you are feeling triggered, slow things down and reconnect by summarising what you hear, checking you’ve heard correctly and then asking if you can respond.

6. What are you finding hardest about remote working and why? What can we do to alleviate it?

It can be useful in such overwhelming times to help people to focus and prioritise by choosing one thing that they are struggling with. The follow up question will then encourage them to come up with possible solutions. 

7. What is it useful for me/the team to know about your communication preferences while in lockdown? How do you like being communicated with? What kind of communication irritates you? 

Normalise conversations about different styles now, so people can empathise and adapt their behaviours before these differences become destructive conflict.

8. Which of your strengths have you been able to use this week? 

Focusing on strengths is proven to be far more effective than trying to work on our weaknesses. It is motivating and empowering. Asking this question will also strengthen team working as everyone will have a greater understanding of each other’s strengths.

9. What have you appreciated about the team this week? Is there anything you’d like to say thank you to others for?

Fostering appreciation and gratitude in the midst of a crisis starts to change our brain chemistry. And it builds connection and makes others feel their work is worthwhile to hear they have helped a colleague.

10. When have you felt a positive emotion this week and what prompted it? How can you / we foster more positive emotions in the week ahead?

Reflecting on positive emotions we have felt recently can build hope and resilience. Follow this up with an empowering, forward-focused question. 

I’d love to hear how you get on – stay in touch and shout if you need any support, coaching or advice.

This was written for Platf9rm members and was published on their blog on 29th April 2020