“We are not making our revenue numbers. I think the problemis with the sales force. They are not negotiating effectively. Do you have sometype of training that will improve their negotiating skills?”
Sound familiar? This is a request for a learning solution.But how do we know that solution, by itself, is sufficient to solve theproblem? If you fulfill the request as presented, you could be using time,money, and other resources to deliver a solution that yields limited return. Ifyou push back, you could be viewed as non-supportive.
When managers call to request learning (or some othersolution), learning practitioners need to ask powerful questions that willreframe the discussion to move beyond the tactical solution request and tofocus on strategic results. Asking powerful questions is a key skill that canposition learning leaders as strategic partners.
In this session we’ll explore a mental model thatsuccessful consultants use to help stakeholders think more strategically abouttheir work. I’ll also describe a simple but powerful logic that can makechallenging stakeholder conversations feel more natural and open. Then, we’llpractice together identifying and creating powerful questions.
Finally, we’ll put it all together with a demonstration ofhow powerful questions can improve a real-life client conversation. You’llleave the session with a “starter set” of powerful questions you can put to useright away.
In this session you willlearn:
- A mental model for workingmore strategically
- Powerful questions toreframe tactical solution requests into discussions of the manager’s neededbusiness and performance results
- Key criteria to determineif a situation qualifies as a strategic opportunity
