Andrea, your distinction between asking "what are the next steps?" (which often closes thinking) versus staying in inquiry (which opens possibility) is exactly what I've been articulating as the sense-making difference.
Your insight resonates perfectly: "clarity doesn't come from certainty, but from inquiry." This is the missing piece in organizational transformation. When faced with uncertainty from AI adoption or change, most organizations rush to answers. They mistake motion for progress.
What you're describing—staying in the "fuzzy space" long enough to ask deeper questions—is exactly what sense-making requires. It's not comfortable. But that discomfort is where real understanding emerges.
The "momentum maker" who can hold uncertainty and ask powerful questions instead of providing premature answers: that's the leadership skill every organization needs right now.
Thanks, Diego! I keep seeing leaders default to answers because it feels decisive, but staying in inquiry often creates better decisions downstream as you say. Sense-making feels like the missing muscle, or perhaps just a muscle that many forget to work out 😅
Great article! The four author's books you reference are great reads too. Questions are very important, as is listening. Mapping these conversations visually helps with progress and reinforces the 'listening' parts.
Nice post, Andrea. I like the skill sets of momentum makers. It makes a nice framework. I typically use the one-up/one-down method to break the log jam. Where if they are stuck in the weeds (tactical), I try to go up and ask about the strategy (the why), or if they are stuck in the clouds (strategic), take them down a bit and start asking about tactics (the how). It forces them to look at a new frame, which is what you are advocating here. Thank you for the post
I agree that these are the typical leadership models, I question them especially if we talk about culture and collaboration. There are two people I suggest for modern leadership:
- Let Go Leadership by Obi James
- Untapped Leadership by Dr Jenny Vazquez-Newsum
Both were on my webcast at different points.
I do like the introduction of your circular model as a system of consistent change and feedback.
Andrea, your distinction between asking "what are the next steps?" (which often closes thinking) versus staying in inquiry (which opens possibility) is exactly what I've been articulating as the sense-making difference.
Your insight resonates perfectly: "clarity doesn't come from certainty, but from inquiry." This is the missing piece in organizational transformation. When faced with uncertainty from AI adoption or change, most organizations rush to answers. They mistake motion for progress.
What you're describing—staying in the "fuzzy space" long enough to ask deeper questions—is exactly what sense-making requires. It's not comfortable. But that discomfort is where real understanding emerges.
The "momentum maker" who can hold uncertainty and ask powerful questions instead of providing premature answers: that's the leadership skill every organization needs right now.
Beautifully articulated distinction.
Thanks, Diego! I keep seeing leaders default to answers because it feels decisive, but staying in inquiry often creates better decisions downstream as you say. Sense-making feels like the missing muscle, or perhaps just a muscle that many forget to work out 😅
Great article! The four author's books you reference are great reads too. Questions are very important, as is listening. Mapping these conversations visually helps with progress and reinforces the 'listening' parts.
Thanks for the feedback 🤩
Nice post, Andrea. I like the skill sets of momentum makers. It makes a nice framework. I typically use the one-up/one-down method to break the log jam. Where if they are stuck in the weeds (tactical), I try to go up and ask about the strategy (the why), or if they are stuck in the clouds (strategic), take them down a bit and start asking about tactics (the how). It forces them to look at a new frame, which is what you are advocating here. Thank you for the post
Thanks for the feedback! That’s a great strategy 👌🏼 it makes this practical and easily applicable!
I agree that these are the typical leadership models, I question them especially if we talk about culture and collaboration. There are two people I suggest for modern leadership:
- Let Go Leadership by Obi James
- Untapped Leadership by Dr Jenny Vazquez-Newsum
Both were on my webcast at different points.
I do like the introduction of your circular model as a system of consistent change and feedback.
Thanks for the feedback, I’ll check them out!
Thank you for the feedback!