Great questions will result in great innovation.

Elon Musk once said answers are easy, but the challenging part is figuring out what questions to ask.

Here are 25 questions for leaders focused on innovation:
1. How do we know what we are doing is working?
2. Who’s perspective are we not considering?
3. Is there a pattern we can learn from?
4. Why does this problem happen?
5. What is a different way to approach this problem?
A More Beautiful Question by Warren Berger gives this question structure:

Why? - Understand a problem

What if...? - Fuel imagination

How? - Let's get to work
Goal questions:

9. What do you want to accomplish?
10. How far into the future do you want to plan?
11. How will you measure progress?
12. What will you accomplish in the next 12 months?
Questions about now:

13. What skills/resources do you have to help?
14. What have you already tried?
15. What are your biggest concerns?
16. What stopped you in the past?
Questions about options:

17. What would you do if you could start all over?
18. What would you do if you had an unlimited budget?
19. What advice would you give a friend in your situation?
Questions about taking action:

20. What will you do?
21. When will you do it?
22. What will hold you back?
23. How is taking action going to help you?
24. How will it feel to be successful?
One last question,

How can I support you?

DMs are open.

I'll always help how I can.

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More from @MrJacobEspi

12 Jan
11 free tools every leader needs to know about:
1) High 5 Test

People who focus on using their strengths are 4x as likely to be engaged with their work.

HIGH5 is free strengths test that can help you discover what your team is naturally good at.
2) 16 Personalities

Myers-Briggs is one of my favorite personality assessments for teams, and this is the best free version I’ve found online.

It will give you perspective on why people do the things they do.
Read 12 tweets
11 Jan
21 things you need to know about people if you want influence:
1. People don't care about the team or the greater good-they care about themselves

If you want people to see things your way, you need to show them what is in it for them.
2. People all follow a hierarchy of needs

In order, the needs are:

- Physiological (food and clothing),
- Safety (job security, not being killed),
- Love and belonging needs (friendship),
- Esteem (accomplishments),
- Self-actualization (potential)
Read 24 tweets
10 Jan
Managing people who have been in your industry longer than you’ve been alive can be intimidating.

Here is how to be a 20-year-old leader (manager, business owner, etc.) and lead people older than you:
Leadership is a life long journey

Your goal every day should be to get better.

My goal with this thread is to give you a few easy wins.

Let's go...
Your first conversations should be all about building trust and rapport

When you have conversations, put your phone away and be curious.

Things you’ll want to learn:

Their goals
Their strengths
Common interests
How they prefer feedback
Read 16 tweets
28 Dec 21
12 books founders, CFOs, VPs, and consultants want their managers read:
1) High Output Management by Andrew Grove

What you’ll learn:

- How to maximize your leverage as a manager
- How to effectively measure your output

This was by far the most recommended book
2) Nonviolent Communication by Lucy Leu and Marshall B. Rosenberg

What you’ll learn:

- Four steps to inspiring empathy in others
- Effective communication strategies and tactics
Read 14 tweets
24 Dec 21
Is Jack right about ETH? Who cares.

Use this 4 step process to avoid DeFi conversations this holiday season:
1. Express Empathy

It is crucial to start here. Even though you aren't interested in the conversation, start by acknowledging their passion for the subject.

“Oh wow. I can tell you’ve invested a ton of time in this subject. I admire that commitment.”
2. Redirect With a Question

Once you've shown them you are on their side. You are in a prime position to change the focus of the conversation with a question.

“What other passion projects have you been working on?”
Read 5 tweets
20 Dec 21
A team that can execute will put money in your pocket and make your job look easy.

As a leader, I struggled with execution for years until I found this simple framework:
Step 1: Clear Communication

Before you get started, take time to plan out this entire framework.

You need your team to understand the expectations from start to finish.

Layout what the expectations are at every level and how you will measure success.
Step 2: Clarify Expectations

Don't assume people understand the expectations. Ask them their plan so they can be sure everyone is on the same page.

Be sure your processes are documented, and your managers can demonstrate the expectations.
Read 7 tweets

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