Leaders face the essential challenge of answering difficult questions authentically, which impacts their credibility and the confidence of the people they lead. To respond effectively, leaders should understand the context of the questions, practice collaboration, remain compassionate, and be clear about their limitations while ensuring timely follow-ups. Fostering authenticity in communication promotes trust and harmony within the workplace.

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How Leaders Can Answer Difficult
Questions with Authenticity
A big responsibility any leader has is to be able to face a room full of people and answer
difficult questions. It is not an easy task by any means, but one that must be done in the
right way. The manner in which a leader responds to tough questions will go a long way in
determining how they are perceived by the people they are leading. Answering questions
authentically will make those who are listening to the questions more confident in
following the leader. By using inauthentic language or being non-transparent, a leader
invites discord and chaos. There are many ways for people in charge to ensure that they
have authentic answers to difficult questions.
UNDERSTAND WHY YOU ARE BEING
ASKED THE QUESTION
Difficult questions always come from somewhere. When a leader gets one of these
questions, it’s important that they take a step back and consider where the query came
from. Is the individual asking the question out of fear? Are they asking it because of a
rumor that is floating around the workplace? Understanding where a question came from
a
a

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will help any person answer it authentically. It can also show folks that their leadership is
compassionate enough to want to see their point of view.
PRACTICE COLLABORATION
Every leader gets asked a question that they may not be able to answer completely. In that
situation, it may be a good tactic to admit that fact and seek answers from those asking
questions. It is authentic and genuine to seek out collaboration to solve a problem. Those
asking the question may appreciate that their input is being requested. The resulting
dialogue may also open up the leader to thinking of answers they hadn’t considered
before.
NEVER TAKE ANYTHING
PERSONALLY
There is no doubt that difficult questions can get emotional. Someone who is asking a
tough question may be filled with a variety of powerful emotions. Some of this may end up
directed at the leader. It is natural that a leader may feel the desire to become defensive.
Fight this urge. A leader should be compassionate and provide the answers they can.
Leaders should remember that the emotions expressed are not about them.
BE THE RIGHT AMOUNT OF
TRANSPARENT
When answering difficult questions, leaders should freely admit that they don’t know the
answer if that is the case. It’s important that they also ask follow-up questions to ensure
they get the right answer, as well as including a timeline as to when they can get the
answer. Also, leaders should be transparent but should refrain from delving too deeply
into topics that don’t have a lot of answers attached to them.
PRACTICE BEING SPECIFIC
In all cases, a leader should be specific. If a leader needs to ask questions themselves to
get answers for those who seek them, they should let everyone know who they will talk to
in search of those answers and when they plan on getting them. Leadership should always
be sure to meet the deadlines they have set, so people know their questions were heard.
AUTHENTICITY LEADS TO
GRATITUDE
It is only natural that people with questions will appreciate authenticity from leaders.
Leadership should always commit to a high standard of authenticity so they can ensure
that they have a workplace filled with trust and harmony.

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