For managers, asking a strong question is an important skill. Managers, who do not know how to ask strong questions, draw a profile that takes the job on their own, tries to find their own solution to each question and problem, give reason, guide and crush them after a while. This type of management is not a form of
management that supports the strengthening of its team. This applies to both new managers and experienced managers.

What does it mean to ask a strong question? To look at the strong question definition;
-They are questions that make people think, deepen and speak.
-Simple, short.
-It is open-ended.

The open-ended question is the ones that do not say yes or no to the other party, do not close the subject, and provide thinking and talking.Open-ended questions begin with question words such as what, how, and what. For example;
-What kind of path do you plan to follow?
-What are your alternatives?
-Which option serves its purpose?
-What’s your decision?
-What else?
-What do you want?

These and similar questions are the types of questions that do not cover the other party, invite them to speak.The questions with an alternative to yes or no are
closed-ended questions.

When we look at the top management dialogues with a high awareness in the corporate world, we see that there are people who do not know and teach everything, but listen and ask good questions.

In particular, in the early years of management, the tendency of the manager to do the work instead of being managed in a way that strengthens the competence of the employees themselves can sometimes protect the manager from concerns of failure. The new manager remembers his old successful days and escapes to his previous jobs before becoming a manager. My observation in the individual consultancy that I have done is that the efforts of the managers, especially the mid-level managers, continue to do the job instead of strengthening their competence in doing the job. The situation encountered in this situation is the effort of trying to manage a team that is not competent with its potential, not able to use its potential.

One of the basic elements in motivation is that the employee is at the decision point, and ownership of work. In a form of management where this is not happening, motivation studies are not sufficient. The manager’s strong questioning skills enable the team to manage and strengthen their own business. This naturally results in the manager’s real management, experience his managerial competencies and strengthen his position. During the training process of the team, the manager transfers his experiences and successful ways of doing business to his team. However, instead of finding a solution for every issue in the first step and / or doing the work of the manager himself does not strengthen the manager’s ability to ask questions.

The ability to ask strong questions is not a social heritage to us. The method of reasoning, telling the truth and telling the solution is our legacy. Therefore, looking at the heading of “Asking Strong Questions”, evaluating the benefits of the business life by applying it, using it if it works, will be beneficial in terms of benefit-efficient work.

We can summarize the results of strengthening managers’ questioning skills as efficient work, strategic work, systematic work, high motivation and increase in
financial performance.