5 Questions Leaders Can Ask Their Teams to Boost Motivation and Performance

Motivating your team isn’t always easy. You’ve probably heard all the usual advice—offer perks, throw office parties, cut back on meetings—but what if the real secret is asking the right questions?

The ideal questions can spark motivation, create clarity, and drive growth. We asked some coaches on our team, Heleen Westerhuijs and Debbie Chueh, to share their top coaching questions that great leaders can ask to boost team motivation. Here’s what they said:

Question 1: What’s Disconnected that Needs Connection?

Sometimes, the best way to find solutions is simply to ask: What’s disconnected that needs connection?

In many fast-paced work environments, employees often feel overwhelmed, making it difficult to pinpoint what’s holding them back. This question helps them pause, reflect, and identify what needs to change.

That said, some team members might take it the wrong way—seeing it as criticism rather than an opportunity for growth. To prevent this, create a supportive space where they know the goal isn’t to judge but to help them succeed.

Question 2: What New Truth Do You Notice Emerging?

If your team’s growth has stalled, try shifting their focus. Have them look around—what’s changing in the industry? What are competitors doing differently? Sometimes, realizing others are evolving is the push we need to do the same.

When discussing this, let your team take the lead. Listen actively, and don’t rush to offer your own opinions. If they’re stuck, don’t just provide them with solutions—give them access to resources, trends, or insights that might spark new ideas. If they’re not keeping an eye on the bigger picture, they won’t be able to innovate. Help them break out of that bubble.

Question 3: Imagine Your Career as a Movie: What’s the Title of This Chapter, and What Needs to Happen for It to Be a Blockbuster?

This question works especially well in one-on-ones but can be equally valuable in team discussions. It pushes employees to think beyond their day-to-day work, encouraging storytelling and self-reflection, which can lead to clearer goals.

That said, be mindful of how you frame it. You don’t want team members to feel pressured into setting unrealistic expectations. Instead, guide them toward envisioning achievable growth that excites and challenges them.

Question 4: What Barriers Can We Remove to Help You Succeed?

If you want to level up as a leader, this might be the most critical question you can ask. Great leaders don’t just give orders—they provide support, resources, and real value to their teams. When you ask your team what they need to succeed—and create a space where they feel comfortable answering honestly—you’re unlocking the key to their growth (and yours).

But here’s the catch: you must follow through. If your team tells you what’s holding them back, it’s on you to either remove those roadblocks or find an alternative solution. This is especially critical in high-pressure environments, like on sales teams, where leadership support can make or break performance.

Question 5: How Can We Celebrate Progress, Not Just Results?

Lastly, this question helps your team see that their efforts aren’t going unnoticed—you recognize their progress, not just the result.

It’s especially useful for teams working on long-term projects that can feel never-ending. When the work stretches over months or even years, it’s easy to get lost in the grind and forget how far they’ve come.

That’s why celebrating progress—not just outcomes—is so important. And when you do, make sure it’s genuine. Authentic recognition builds trust and keeps motivation high for the journey ahead.

The Bottom Line

Consider implementing these questions in your next team meeting and seeing how they positively impact your team’s motivation and performance. If asking all five questions may seem forced or out of character, start with just one or two.

Need more help? Schedule a results-focused coaching call to learn more about how Arootah can help you enhance your leadership style in the year ahead.