In 2014, when Satya Nadella took the helm at Microsoft, he encountered a culture marked by competition and internal politics. His approach? He started asking a simple question: “How can I help?”
This shift wasn’t just semantic – it was seismic. Under previous leadership, Microsoft’s stock had stagnated for a decade. Within five years of Nadella’s cultural transformation, Microsoft’s market value tripled.
The ripple effects were profound. Teams that once guarded their projects began collaborating. Engineers who feared criticism started innovating boldly. A culture of blame transformed into a culture of support.
What Managers Miss
Traditional management often falls into the trap of fault-finding. Studies from Gallup show that teams receiving primarily negative feedback generate 27% more errors than teams receiving primarily positive feedback.
Harvard Business Review’s research reveals companies with supportive leadership see 21% higher profitability. Why? Because psychological safety unleashes creativity and initiative.
The Netflix Story
Reed Hastings transformed Netflix’s culture by eliminating traditional performance reviews. Instead, managers were trained to ask “What obstacles can I remove?” The result? Netflix’s innovation rate soared, leading to groundbreaking shifts in how we consume entertainment.
You’re either building walls or bridges. Every interaction either reinforces fear or cultivates trust. The question isn’t whether your team can do better – it’s whether you’re creating the conditions for them to soar.
Leadership isn’t about having all the answers. It’s about asking the right questions.
