Leaders who wish to encourage team members to think more critically often turn to the Socratic Method to get the job done.
By asking questions that challenge their assumptions and working premises, leaders attempt to expand how team members think about a problem, issue, or opportunity.
The end goal of using the Socratic method is not only to reach a better conclusion, but also to instill in team members an ethic of thinking more critically about what they believe.
Technically speaking, the Socratic method is a cooperative dialogue that encourages critical thinking and illuminates ideas through probing questions.
Named after the Greek philosopher known for this distinctive approach to teaching, the Socratic Method typically begins with a question designed to provoke thought and encourage participants to articulate their viewpoints.
Through a series of follow-up questions, the leader or facilitator asks team members to examine their beliefs and to challenge their own assumptions. This helps them to clarify their thinking and deepen their understanding on an issue or topic.
Rather than seek conclusions or answers, the Socratic Method attempts to reveal understanding through inquiry and dialogue. This makes it a popular approach to explore ethical, complex, and strategic issues where answers are elusive or not straightforward.
Most good leaders use some version or variation of the Socratic Method quite frequently. Based upon their experience, they pose insightful questions that give team members pause, asking them to slow down and examine the assumptions underlying what they are advocating for.
Asking great questions is what great leaders do.
To fully incorporate the Socratic Method into their leadership style, the best leaders also understand the importance of counterexamples to further refine thinking about an issue or topic.
Counterexamples attempt to disprove or rebut a statement of fact by offering a case or example where the viewpoint doesn’t apply or operate perfectly.
For instance, if a team member were to define a “strategy” as a plan of action designed to achieve a goal, a counterexample might be to point out how spontaneous decisions that address an immediate problem are imbued with strategy but lack planning.
Articulating Counterexamples while engaged in a Socratic dialogue is how good leaders stimulate critical thinking and encourage team members to break free from their working assumptions.
Not only do effective leaders ask better questions, they also propose compelling Counterexamples to stimulate discussion.
“What about this example?” is the common language leaders use to shake things up with a Counterexample while not appearing condescending or smarter than anyone else.
The use of Counterexamples is critically important to the Socratic Method but is often ignored or overlooked. Consider adding this element to your question set the next time you ask the team to critically explore an issue or opportunity.
Great questions paired with thoughtful Counterexamples get people thinking. Good leaders rely on both.
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