During the latest episode of Lessons in Leadership, Dave Anderson, President of LearnToLead, explores a universal coaching dilemma: how to keep employees moving forward, whether they’re excelling or stuck. According to Anderson, the key lies in asking a single, yet powerful question that focuses team members on immediate, controllable actions instead of outcomes they can’t influence.
First, Anderson breaks down the challenges into two common scenarios: The first is when a team member is performing exceptionally well. He notes that many high performers, particularly in sales, start off a month strong but plateau due to the tunnel vision of a scoreboard. This looks like tracking sales, commissions, and personal gains, rather than sustaining the activities that got them there.
To keep these individuals on track, Anderson suggests asking this simple question: “What is the next one thing you can do now ot keep this momentum going?” He asserts that this question shifts focus from passive outcome-watching to proactive, high-impact behavior. If the employee responds too broadly, Anderson encourages leaders to drill down for specificity and accountability.
On the other hand, when a team member is underperforming or in a rut, Anderson says the same question, slightly reframed, can help break the cycle of negativity and paralysis. Instead of letting them spiral by starting at how far behind they are, leaders should ask:
“What’s the next one right thing you could do right now that can turn things around for you?” This redirection helps them regain a sense of control, ends the pity party, and focuses them on taking immediate action rather than dwelling on anxiety or fear.
Anderson explains that this coaching strategy applies beyond the extremes. Whether someone is thriving ot struggling, or anywhere in between, learning to lead with questions rather than commands is what fosters lasting commitment and performance. As he asserts, leaders can’t force engagement by telling people what to do; they must evoke it by guiding employees to find their own next step.
"Learn to lead with questions not commands."
