If you are a working professional, you are asking questions skills all the time, even if you do not label your activity as interviewing. When you carry on a conversation for the purpose of collecting information you are interviewing.
The ability to do ask closed and open questions effectively is a core soft skill. Without it, you cannot succeed, no matter what your professional. With it, you will become a more effective team participant, team player, and manager of others.
But you need to be able to do more than know what open and closed questions are. You need to know who closed and open questions work together to allow you to conduct your information gathering activities. You need to be able to sequence open and closed questions in ways that accomplish your purpose. After all, that is what you are doing, conducting a work place conversation with a purpose.
By the time you have completely watched this short e-lesson, you will know the following.
1. What an open question is, and how it works for you in your interviews - whether they are formally scheduled, or informal conversations with a purpose that you conduct while working in groups, in team meetings, or in one on one meetings with work colleagues.
2. Know what a closed question and how it works for you in your interviews - whether they are formally scheduled, or informal conversations with a purpose that you conduct while working in groups, in team meetings, or in one on one meetings with work colleagues.
3. Know how to sequence closed and open questions to shape your interviews and work place conversations to accomplish your goals and objectives.
Know that mastering the ability to ask open and closed questions effectively is only part of the component skill set that you need to be an effective interviewer.
I have been involved e-learning since the 1980's, when the IT organizations I led started to add just in time help and learning sub-systems to the software applications we were building for our users.
I have managed more professionals than I can count. Over the years, I have learned a lot about leading and managing talented creative people. Many of my teachers were the skilled individuals who worked for me. I am very thankful for all that they taught me.
I took doctoral level in organizational psychology later in my career, when I realized that I was not managing technology but PEOPLE who used technology to deliver services to our business customers. I was always more interested in doing than teaching then. So I went back to the work place at the tail end of my doctoral programs (twice), rather than finalizing my dissertations. At the tail end of my career, I am now devoted to teaching, when I have the experience to know what really works.
I know (all three forms: know that, know how and know why) about managing, hiring, deploying and developing talented people.
I was an early Internet champion. I have been active on the Internet since the 90's. I have been involved in deploying personal and commercial web sites and programs.
I am passionate about the future of e-learning. I believe that e-learning will have as great an impact on the future of our world as the telephone and the car did in their days.
I am translate what I know - from years of practical experience filtered through the best research and writing about people in the work place - into e-learning courses that will help you:
"Be the Best Team Player and Manager of Others That You Can Be"