Have you ever stopped and really thought about why you do what you do—both at work and in life in general? What would happen if we asked ourselves and each other “why?” more often? Is there a reason children are experts at asking this question, while adults tend to stop? Maybe because we’ve been told the answers are “obviously self-evident,” or maybe because we’re afraid of seeming ignorant? But what happens when we stop asking questions and start assuming instead of understanding?
Why should you read this article?
Because this is where the magic happens: Why is what separates those who simply follow instructions from those who drive real change, engage at a deeper level, and find solutions others haven’t even thought of. In this article, we’ll explore how asking why can make you a better leader, colleague, or employee – and how it can be the difference between maintaining the status quo and driving real innovation.
Kids always ask “why?” Adults – not so much.
From an early age, “why?” is the question that drives us to understand the world around us. Why is the sky blue? Why do we have to eat vegetables? Why can’t I stay up later? But as we grow older, we ask this question less and less. Why?
Maybe because we assume we already know the answer. Maybe because we’ve learned it’s expected of us. Or maybe because we’re afraid to appear ignorant. The problem is, when we stop asking why, we lose something essential: understanding, meaning, and innovation.
Why “why” isn’t a thing in the military
There are situations where “why?” isn’t just unnecessary – it can be downright dangerous. The classic example is the military. Here, it’s all about what, not why. A soldier given an order is expected to carry it out – no questions asked.
Why? Because in a war zone, stopping to analyze can be life-threatening. Decisions must be made fast, and it’s more important that everyone follows a clear chain of command than for each individual to understand the reasoning.
But the workplace is not a war zone. Still, many leaders operate with the same mentality: “Do as I say, don’t ask questions.” The result? Employees do what’s expected – but nothing more. No creativity. No engagement. No innovation.
The big difference between an organization and a military unit is that companies need employees who ask questions. That’s how new solutions are found, processes are improved, and growth happens. If you want your team to do more than just go through the motions, you have to give them a reason to care. That means explaining why.
The Golden Circle: Why first, then what and how
Simon Sinek, known for the concept of “The Golden Circle,” says most companies know what they do and how they do it. But truly inspiring organizations and leaders always start with why.
Example: Apple doesn’t just sell phones and computers. They sell a belief in innovation and thinking differently. That’s why people don’t just buy their products – they buy the story behind them.
The same goes for the workplace. When we understand why we do something, we connect emotionally to a larger purpose. It leads to more motivation, deeper engagement, and smarter decisions.
Tangible benefits of explaining “why”
- Increased engagement: When employees understand the purpose behind a task, they’re more motivated.
- More creativity: A clear purpose makes it easier to find better solutions.
- Fewer mistakes: When we know why we’re doing something, misunderstandings decrease.
- Better decisions: With insight into the bigger picture, people make smarter choices.
Example:
An employee is asked to update a database. If they only get instructions on what to do (enter data, delete old records), they’ll do exactly that. But if they’re told why – that the sales team needs quicker access to updated info – they might see new opportunities. Maybe they’ll suggest a better structure or even automation that saves time.
Why-leadership: How to get better results
- Always start with why – Before explaining what needs to be done, give the context.
- Ask why yourself – If you don’t know why something should be done, find out before delegating.
- Encourage asking why – A team that dares to ask questions finds better solutions.
Leaders who communicate why build stronger teams and better workplaces. And employees who understand why deliver better results.
So next time you’re explaining something or delegating a task – start with why. I’ve changed from saying “do it this way” to “I do it this way because…” When people understand the reasoning behind decisions, they take more ownership and can contribute their own ideas – sometimes even better ones. This creates an environment where they can thrive, think independently, and deliver stronger outcomes.
