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Zusammenfassung von All You Have to Do Is Ask

Name: All You Have to Do Is Ask
Rating: 4.2 (122 reviews)
Author: Wayne Baker

Wayne Baker

How to Master the Most Important Skill for Success

4.2 (122 Bewertungen)

28 Min.

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All You Have to Do Is Ask
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What’s in it for me? Learn how to ask your way to success.

Why do some people succeed while others fail? Why do some projects take off while others fizzle out? Is the magic ingredient talent? Money? Dumb luck?

None of those things hurts, of course, but, in many cases, whether or not you succeed depends on a somewhat less-obvious skill: your ability to ask for help.

And yet most people struggle to request assistance. They worry that such a request will make them look incompetent or that it will simply be denied. But when we allow ourselves to ask for help, we unlock resources that may have otherwise remained forever hidden to us.

As you'll find out in these blinks, asking doesn't just benefit us personally; it can also work wonders for our teams and organizations.

In these blinks, you’ll learn

the four styles of giving and asking;
three steps to learning how to ask for what we need; and
how to create a psychologically safe workplace.

Asking for help is the bridge between us and success.

A baby was once born in Romania. Her name was Cristina, and, not long after her birth, she developed craniosynostosis, a rare condition that causes the bones of the skull to fuse prematurely. Craniosynostosis can result in a permanently misshapen head and distorted face. Surgery can resolve the problem – but it was difficult to find a specialist capable of conducting that surgery in Romania.

Don’t worry – this is a story with a happy ending. Cristina did get the operation. But she wouldn’t have if someone close to her hadn’t leveraged the power of asking.

The key message here is: Asking for help is the bridge between us and success.

If we don’t ask, people won’t know what we need. And if people don’t know what we need, they can’t help us.

Luckily for little Cristina, her aunt, Felicia, was aware of this. Even luckier for Cristina, Felicia happened to be taking part in an activity called the Reciprocity Ring when Cristina developed craniosynostosis. A Reciprocity Ring is a guided group activity that allows participants to tap the collective knowledge, wisdom, and resources of a large network to obtain the things they need. Felicia, who lived in France, used this opportunity to ask for contact with an experienced pediatric cranial surgeon who could help her niece. One of her fellow participants was a pediatrician, and he introduced her to a relevant specialist. The rest is history.

You never know what people know – or whom they know – until you ask. If Cristina’s story wasn’t enough to convince you, here’s another illustrative example: a senior engineer at a major auto company had encountered a complex technical problem. After grappling with it for a long time, he finally decided to reach out to his network of colleagues to ask for an expert who could help him. The first person to respond was a newly hired 22-year-old administrative assistant. It turned out that her father had the very expertise needed to untangle the problem. What’s more, her father had recently retired and had lots of free time. Who would have thought that a young administrator would hold the key to the solution?

All this anecdotal evidence is backed up by hard science, too. In fact, studies show that as much as 90 percent of the help provided in the workplace occurs only after assistance has been requested.

So next time you feel stressed at work, don’t hold back. Reach out to a colleague and experience the power of asking for help.

We routinely underestimate other people’s willingness and ability to help.

Imagine the scene: You have to make an urgent phone call, but your phone battery is dead. Would you have the courage to ask to borrow a stranger’s phone? Even if doing this didn’t feel far too awkward for you, you might assume that no one would say yes.

But you’d be wrong. Psychologists at Columbia University have found that many strangers in New York City were willing to oblige when participants in a study asked to use their cell phones. In fact, it took, on average, only two tries to get a New Yorker to lend a phone. Believe it or not, participants didn’t even have to make up a sob story about why they needed to borrow it.

A company’s culture, systems, procedures, and practices may stop us from asking for and giving help.

When you’re applying for a job, how much consideration do you give to a company’s culture? For some, it’s as important as the job description and financial reward.

So what’s the most important ingredient in an organization’s culture? According to researchers at Google, the answer is clear: psychological safety. When a workplace is psychologically safe, employees feel comfortable asking questions, admitting mistakes, and bringing up problems.

Asking for help is as important as giving it.

“There is more happiness in giving than there is in receiving” – or at least so says an ancient proverb. But does this mean that it’s wrong to receive? Not at all. In fact, these two acts go hand in hand. It’s impossible to give without receiving, and vice versa.

The law of giving and of receiving – or asking – is not about helping those who help you. It’s about helping others regardless of whether they’ve helped you or are likely to help you. It is an investment that will yield powerful returns over time.

Learning to ask for what you need will help you get closer to your goal.

For some people, asking is easy. The problem is that, even if you’re one of these people, it can be hard to know precisely what to ask for. What do you need to achieve success? Or you might know what you need, but have no idea whom to ask. On other occasions, we know what we need and who can give it to us, but simply aren’t sure how to express ourselves in a powerful way.

Here’s the key message: Learning to ask for what you need will help you get closer to your goal.

Devise team norms and routines that give employees permission to ask for help.

Have you ever made a mistake at work? Were you able to discuss it freely with colleagues or ask for help in resolving it? If not, what stopped you? Was it the culture within your team or organization?

Companies need to create conditions in which team members feel comfortable asking for help and discussing mistakes.

Broaden the pool of people and resources you can tap into with your requests.

If you have ever worked for a large organization, you may have observed that some teams or departments work independently of each other. Some even work on identical projects without being aware of it. What a waste of time and resources!

Sometimes companies are structured in a way that worsens these divides. For instance, consider Kent Power, where communication between superintendents who oversaw operations in the field and company executives had broken down completely. How did they bridge the divide?

Recognize, appreciate, and reward those who request help as well as those who give help.

Doesn’t it feel good when you receive praise? Sadly, over 20 percent of full-time employees in the United States report that they never get recognition for their work. That’s according to a survey by the Globoforce Workplace Research Institute.

Recognizing and rewarding employees is critical to building a more engaged, motivated, and productive workforce. Companies that are serious about creating a culture of asking should make a point of recognizing and rewarding staff members who request help. But take note: to be effective, recognition must be frequent, repeated, authentic, and personalized.

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Worum geht es in All You Have to Do Is Ask?

All You Have to Do Is Ask (2020) provides a set of tools that will help you improve your ability to ask for the things that contribute to success. It identifies eight main obstacles that stop us from making requests and examines how they can be overcome or circumvented.

Bestes Zitat aus All You Have to Do Is Ask

While its generous to give, its even more generous to give and receive.

—Wayne Baker

Wer All You Have to Do Is Ask lesen sollte

Team leaders and managers
CEOs
Entrepreneurs

Über den Autor

Wayne Baker is the Robert P. Thome Professor of Business Administration and Professor of Management & Organizations at the University of Michigan’s Ross School of Business. He is also the faculty director of the Center for Positive Organizations. He has published six books, and numerous scholarly articles.

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