QBQ! The Question Behind the Question Summary

QBQ! The Question Behind the Question

Practicing Personal Accountability in Work and in Life
by John G. Miller • 2014 • 115 pages
3.8
12.2K ratings
Business Leadership Self Help
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Key Takeaways

1. Personal Accountability Begins with Better Questions

The Question Behind the Question® (QBQ!®) is a tool that's been developed and refined over the years that helps individuals—including me—practice personal accountability by asking better questions of ourselves.

QBQ empowers individuals. The Question Behind the Question (QBQ) is a powerful tool for fostering personal accountability. By asking better questions, we can shift our mindset from blame and victimhood to proactive problem-solving. This approach helps us take responsibility for our actions and outcomes, rather than feeling helpless or pointing fingers at others.

Better questions lead to better answers. When we ask questions that focus on what we can do to improve a situation, we open ourselves up to new possibilities and solutions. Instead of asking "Why is this happening to me?" we can ask "What can I do to make this better?" This simple shift in perspective can lead to more productive thinking and positive outcomes.

2. Avoid "Why," "When," and "Who" Questions That Lead to Blame

Blame and "Whodunit?" questions solve nothing. They create fear, destroy innovation, inhibit teamwork, build walls, and prevent people from engaging.

"Why," "When," and "Who" questions often lead to blame. These types of questions frequently result in finger-pointing, excuses, and a victim mentality. They focus on the past and on factors outside our control, which can lead to feelings of helplessness and frustration.

Blame creates a negative cycle. When we blame others, we:

  • Destroy trust and teamwork
  • Inhibit innovation and risk-taking
  • Create a culture of fear and defensiveness
  • Waste time and energy on unproductive activities

Instead of asking "Why did this happen?" or "Who's responsible for this mess?", we should focus on questions that lead to solutions and personal accountability.

3. Focus on "What" and "How" Questions Containing "I"

All QBQs begin with "What" or "How" (not "Why," "When," or "Who").

"What" and "How" questions promote action. These types of questions shift our focus from problems to solutions. They encourage us to think about what we can do to improve a situation, rather than dwelling on why it happened or who's to blame.

Include "I" in your questions. By incorporating "I" into our questions, we take ownership of the situation and our role in it. This approach helps us focus on what we can control and how we can contribute to a solution. Examples of effective QBQs include:

  • "What can I do to improve this situation?"
  • "How can I contribute to solving this problem?"
  • "What steps can I take to move forward?"

4. Action is the Ultimate Goal of Personal Accountability

Only through action is anything accomplished.

Personal accountability requires action. It's not enough to simply ask better questions; we must follow through with concrete steps to address the situation. Taking action demonstrates our commitment to finding solutions and making positive changes.

Overcome the risk of inaction. While taking action may seem risky, doing nothing is often a bigger risk. Action leads to:

  • Learning and growth
  • Progress towards solutions
  • Increased confidence
  • Improved problem-solving skills

To put personal accountability into practice, ask yourself: "What can I do right now to make a difference?" Then, follow through with decisive action.

5. Change Starts with You, Not Others

I can only change me.

Focus on self-improvement. It's easy to fall into the trap of trying to change others or blaming external circumstances for our problems. However, the only person we truly have control over is ourselves. By focusing on our own thoughts, behaviors, and actions, we can make meaningful progress and set a positive example for others.

Lead by example. When we take responsibility for our own growth and development, we:

  • Inspire others to do the same
  • Create a culture of accountability
  • Improve our relationships and interactions
  • Increase our personal effectiveness and satisfaction

Instead of asking "When will others change?" or "Why don't they get it?", ask yourself "How can I improve my own performance and attitude?"

6. Leadership is a Mindset, Not a Title

If we think like leaders, we are leaders.

Anyone can be a leader. Leadership is not about position or title; it's about taking responsibility and making a positive impact. Whether you're an entry-level employee or a CEO, you can demonstrate leadership through your actions and mindset.

Characteristics of leadership thinking:

  • Taking initiative to solve problems
  • Empowering and supporting others
  • Continuously learning and improving
  • Focusing on solutions rather than blame
  • Setting a positive example for others

By adopting a leadership mindset and asking questions like "How can I make a difference in my current role?", you can become a leader regardless of your formal position.

7. Learning Equals Change: Apply What You Know

Learning is really about translating knowing what to do into doing what we know.

True learning leads to change. It's not enough to simply acquire knowledge; real learning occurs when we apply that knowledge to create positive changes in our lives and work. Without application, information remains theoretical and fails to make a meaningful impact.

Put knowledge into action. To truly benefit from learning:

  • Identify specific ways to apply new concepts
  • Set goals for implementing what you've learned
  • Regularly reflect on your progress and adjust your approach
  • Seek feedback and opportunities for practice

Ask yourself: "How can I apply what I've learned to improve my situation or performance?" Then, take concrete steps to put that knowledge into action.

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