Stop Talking. Start Leading

Great leaders don’t succeed alone—they win by harnessing the full power of their team, and that starts with asking better questions, not barking out orders.

In this episode of No Limits Leadership, I sat down with Ken Proctor—executive coach, CEO whisperer, and founder of Art of the Question—to unpack one of the most underused skills in leadership: asking better questions.

Ken has worked with billion-dollar executive teams and built companies from the ground up. But his real genius? Clarity. He reminds us that leadership isn’t about control—it’s about curiosity.

If you want to boost engagement, retention, and trust, start here.

Leading Yourself - Ask Three Before You Speak: The Listening Discipline That Builds Trust

Ken says it best:

Let that sink in. Listening isn’t just a soft skill—it’s a leadership move. One that builds credibility, trust, and influence.

Ken’s personal practice is simple but powerful: Before you offer advice or direction, ask three sincere questions. Why? Because your first reaction is usually about you. But leadership starts when you make it about them.

This small discipline transforms how you show up. Instead of rushing to fix or direct, you learn to slow down and serve. And in doing so, you strengthen the one relationship that determines every other: the one you have with yourself.

Action Steps

1. Try the 3 Questions Rule: Pause before offering advice. Ask three questions to clarify, explore, and understand.

2. Audit your listening: Challenge yourself to speak no more than 25% of the time in your next meeting or 1:1.

3. Practice reflection: “What I’m hearing is…” Use this phrase to validate and confirm before you respond.

Lead Others – Coach Me to Coach You: Building Accountability Through Inquiry

If you’re still managing people like tasks, you’re missing the point. You manage work. You lead people.

Ken’s insight? Most companies break in the middle. Middle managers are under-coached and over-tasked. The solution isn’t more pressure—it’s more partnership.

Instead of dictating what to do, ask: “Coach me on how to coach you.”

This flips the script. It invites ownership, co-creation, and real accountability. When someone writes their own plan, they’re more likely to follow through.

Ken’s metaphor: “Ask for the cookie recipe. Bake the cookies. Serve them back.” Their recipe. Their results.

Action Steps

1. Start with this prompt: “What’s the best way for me to hold you accountable that feels helpful—not micromanaging?”

2. Upgrade onboarding: Don’t just introduce them to the job. Introduce them to the culture. Add a personal welcome, a handwritten note, and a 90-day success plan.

3. Use the 3-6-9 test: You have to rate all your employees on a 1-10 scale but can only use the numbers 3, 6, or 9. Coach 3s up or out, develop 6s into 9s, and build systems to protect your top performers.

Becoming a No Limit Leader

Great leadership isn’t about having all the answers. It’s about asking the questions that unlock potential—in yourself and in others.

Lead with curiosity. Create space for others to grow. And remember: when you slow down and truly listen, you’re not just leading better—you’re building something bigger.

Stay curious. Stay humble. Keep asking.
— Sean

PS: Want help developing middle managers, strengthening culture, or coaching your team?

Let’s talk: nolimitleaders.com
Or book me to speak: seanpattonspeaks.com

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Catch the full conversation with Ken Proctor here:
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