Wait for a Response – This post has some very close similarities with the previous post “Leadership Conversational Pauses”. It is nature in our culture to give an answer. From our earliest age of recollection we are trained in giving an answer. As a child, even before we were able to ask a question, every time we looked at our parents with a queried look, they always gave us an answer. As a child grows he learns to expect an answer when he/she has an inquiry. In turn children are taught to give an answer when asked a question. This routine becomes second nature. One thing we need to improve upon is that not every query needs a quick, even instant response.

I’ve watched leaders and teachers ask great questions and not allow anyone time to answer, blowing right past a great learning opportunity. Darryl Eldridge (Rockbridge Seminary) has said, “Never ask a question you do not want someone to answer.” This is great advice and one all leaders should study, concentrate on, and practice. Slow down, allow time for your team members to process the information and wait for them to give you an answer.

One reason we do not wait for a response is because silence is awkward. It is true silence is awkward. Yet silence is also a great learning tool when used properly. Again, slow down, silence is okay. As noted several times in Turnaround Journey, ten seconds of silence can seem like several minutes. This is what makes silence awkward. However, this is no reason to give the answer or move on without an answer.

Learn to read the body language and facial expressions of your team members. If they seem confused or in need of clarification, you may need to restate or reform the question for a better understanding. But do not answer the question or move on without an answer. Your learners need the brief time of silence to move to higher order thinking to process the information. Asking good formulated questions will bring about learning and will allow your team to assess more possibilities for drawing a conclusion and coming to a right decision.

When leaders wait for a response and allow the team members to process the information, encouraging their response(s), effective team work and productive outcomes materialize. When used effectively this will also help build a better, more efficient team. Waiting for a response can be used in a variety of scenarios: when you need your team or learners to discover a truth or how to best move forward in a particular situation, helping team members to understand needed changes (personally or as a team), brainstorming, gaining knowledge, and assisting individuals to realize their shortcomings.

In the gospel of John, chapter eight, when the Pharisees brought the woman caught in adultery to Jesus, He asked a question, then he hesitated, stooped down, wrote on the ground and waited – in silence – for their response. Another great lesson learned from our Lord and Savior.

Practice waiting for a response, then put it into practice in all your circles of influence.

For more information on Waiting for a Response contact George Yates and order your copy of Turnaround Journey.