Engaging Leaders: Essential Questions on Navigating Change

Asking questions is a vital part of the process of learning. When we’re children, we always ask questions to understand our surroundings and gain new knowledge. As we get older, we tend to stop asking so many questions, even though there are still things we don’t know. This is especially true when it comes to leaders and change.

We may not feel we have the right to question those in positions of authority, but we must do. Questions help clarify objectives, identify potential obstacles and hurdles, and ensure everyone is on the same page.

By asking questions, we can help to ensure that changes are implemented effectively and efficiently. So next time you consider a change in your organization, don’t hesitate to ask the leaders involved some tough questions. It could make all the difference.

Questions to ask leaders about change

1.     What inspired you to initiate this change?

Every leader has their motivations, values, and reasons for wanting to initiate change. To better understand why a leader is pushing for a particular change, asking them about their inspirations and motivations can be helpful.

What inspired them to initiate this change? What do they hope to achieve? What do they feel is the most crucial aspect of this change?

By asking these questions, you can better understand the leader’s priorities and what they hope to accomplish. In addition, you may also learn more about the leader’s values and how they guide their decision-making.

Asking about the inspirations and motivations behind a leader’s actions can help you better understand their decision-making process and provide insights into their thought process.

This question can help to uncover the motivations behind a proposed change, and it can also help to gauge whether or not the change is likely to be successful.

If a leader cannot answer this question satisfactorily, it may indicate that the change is not well thought out or that there is insufficient buy-in from critical stakeholders. This question can help leaders decide when and how to implement changes.

2.     Why is this change necessary?

Leaders are often tasked with making decisions that will affect the lives of others. Whether a change in company policy or a new direction for the organization, leaders must be able to justify their actions. One of the most critical questions that leaders should ask is, “Why is this change necessary?

Without a good reason for making a change, it can be challenging to gain the support of others. Furthermore, a change that is not well thought out can lead to negative consequences. Asking, “Why is this change necessary?” forces leaders to critically examine their motives and ensure that they act in the best interests of those they represent.

3.     What specific goals do you hope to achieve through this change?

As a leader, your responsibility is to ensure that your team is working towards collective success. However, this can only be achieved if everyone is on the same page and knows the end goal. That’s why it’s essential to be clear about your intentions from the outset.

When considering making a change, ask yourself what specific goals you hope to achieve. What problem are you trying to solve? How will this improve things for your team?

Answering these questions will help to ensure that everyone is focused and working towards the same goal. Additionally, it will make it easier to measure whether or not the change has been successful.

4.     How will this change benefit those involved?

A good question for a leader is, “How will this change benefit those involved?” This question causes the leader to consider who will impact the proposed change and how. It also challenges the leader to ensure that the benefits of the change are clear and well articulated before proceeding.

By asking this question, you can help ensure that any proposed changes are in the best interests of those affected by them. In addition, it can also help to build support for a change by demonstrating that its benefits are clear and tangible.

Asking this question can be valuable for any leader looking to make positive organizational changes.

5.     Who will be responsible for leading and implementing this change?

Any organizational change starts with leadership. Leaders set the tone for the change, and their words and actions will be critical in determining whether the change is successful.

Asking who will lead and implement the change is a meaningful way to ensure that the right people are in place to drive the change.

Leaders must have a clear vision for the change and communicate it effectively to their team. They also need to be able to rally their team around the common goal and inspire them to achieve it. Without strong leadership, it will be challenging to implement any significant change.

Asking who will lead and implement the change is a vital first step in ensuring that the right people are in place to make the change happen.

6.     What challenges do you anticipate during the transition period?

Leaders are often tasked with the difficult job of shepherding their team through periods of change. Whether it’s a change in company direction, a merger or acquisition, or simply the turnover of key personnel, significant changes can often be challenging for even the most experienced leader.

During the transition, leaders must stay focused and communicate openly with their team. By taking the time to answer questions and address concerns up front, leaders can help to ensure a smooth transition for their team. Here are a few critical questions that leaders should consider during periods of change:

1. What is the overall goal of the transition?

2. What challenges do you anticipate during the transition period?

3. How will this transition impact our day-to-day operations?

4. Who will be responsible for leading the way during this transition?

5. What resources do we need to navigate this change successfully?

By answering these questions, leaders can help provide clarity and focus for their team during periods of change. In doing so, they can ultimately help to ensure a successful transition for all involved.

7.     How will you monitor progress and assess whether or not the change is successful?

Leaders are often tasked with overseeing change within an organization. While change can be difficult, leaders must have a clear vision and plan for implementing the change.

One of the critical questions that leaders should ask when preparing for change is how they will monitor progress and assess whether or not the change is successful.

By having a clear plan for monitoring progress, leaders can ensure that the change transition goes smoothly and assess whether or not the desired outcomes are being met.

Regular stakeholder check-ins can also help identify and correct any potential roadblocks as needed. By asking this question upfront, leaders can set themselves up for success as they navigate the changes within their organization.

8.     Are there any risks associated with this change? How are you planning to mitigate them?

Anytime a leader considers implementing change, risks are bound to be involved. Some risks might be foreseen, while others might be less predictable.

Asking about the risks associated with a proposed change allows leaders to share their thought processes and show that they have considered the potential downside of their actions. Additionally, it allows them to share any mitigation plans they have in place.

By asking about the risks involved, you can gain insight into a leader’s decision-making process and ensure that they have given due consideration to all potential outcomes.

9.     What communications strategy do you have to inform everyone about the changes?

As a leader, one of the most important things you can do is keep your team informed about changes that are taking place. This can be done through various channels, including face-to-face meetings, conference calls, emails, and memos.

However, choosing the right communication strategy for each situation is essential. For example, a face-to-face meeting may be the best option if you announce a major change affecting everyone in the organization.

On the other hand, if you’re sharing information that’s only relevant to a specific team or department, an email might be sufficient. The key is to ensure that your message is clear and that everyone can ask questions and get clarification.

Doing so can help avoid confusion and ensure that your team is aligned and ready to implement the changes.

10. What support do you need from me/us during this transition?

When leaders are asked what support they need from others during the transition, they often have difficulty answering. After all, leaders are supposed to be the ones who have all the answers, right? However, admitting that you need help is not a sign of weakness; it takes great courage.

Asking for support during times of transition shows that you are willing to be vulnerable and open to new ideas. It also demonstrates that you value the opinion of others and are willing to work together to achieve common goals.

So, if you find yourself in a leadership role during a change, don’t be afraid to ask for help from those around you. It might be the best thing you can do for yourself and your team.

Questions to ask leaders about vision for change

1.     What is your vision for the future of the organization?

Leaders are often visionaries with a clear idea of where they want their organization to go. Asking them about their future vision can help you better understand their goals and how they plan to achieve them.

It can also give you insight into their decision-making process and what factors they consider to impact the organization.

In addition, asking about their vision for the future can help you gauge their commitment to the organization and its long-term success. By understanding their vision for the future, you can better understand the leaders in your organization and what motivates them.

2.     What are your goals for the organization?

Leaders must be able to set and achieve goals for their organizations to be successful. Ask them about their goals for the organization and what they have done in the past to achieve these goals.

This will give you a sense of their priorities and whether they focus on the right things. It will also help you understand how they make decisions and whether they are likely to be successful in the future. If they cannot answer this question satisfactorily, it may be a sign that they are not well-suited for the role.

3.     What are your plans for achieving these goals?

Once you have identified the goals you want to achieve, you must ask about the leader’s plans. This will give you a better idea of whether or not the leader has a realistic view of what it will take to achieve the goals and if they are committed to seeing them through.

Additionally, it can help identify potential obstacles that might prevent the leader from succeeding. Asking about the plans for achieving goals is essential for any leader.

4.     What challenges do you see the organization facing in the future?

Leaders are often incredibly busy, with a lot on their plate at any time. However, one of the essential roles of a leader is to think about the organization’s future and identify potential challenges.

By asking leaders about the challenges they see the organization facing in the future, you can better understand their priorities and how they plan to address them.

This question can also help spark a conversation about other issues related to the challenge at hand. For example, if the leader cites a lack of funding as a significant challenge, you can follow up by asking about potential fundraising strategies.

Asking questions about the future challenges of the organization is a great way to get insights into a leader’s thought process and priorities.

5.     How do you plan to address these challenges?

When interviewing a potential leader, asking them how they plan to address their team or organization’s challenges is vital. This question will help to give you insight into their problem-solving skills and whether or not they have a clear vision for the future. It is also important to ask follow-up questions for more details on their plans.

For example, you could ask them what specific steps they would take to implement their plan or how they would measure its success. Asking questions about a leader’s plans for addressing challenges is a great way to understand their ability to lead effectively.

6.     What opportunities do you see for the organization in the future?

Leaders are often tasked with looking to the present and planning for the future. As such, they need to understand the opportunities that lie ahead clearly.

This question allows leaders to share their vision for the organization and provides insight into their thought processes. It also allows you to gauge whether their vision is realistic and achievable. Furthermore, this question can help to generate new ideas and spark creativity.

Ultimately, leaders need to be able to identify opportunities and have a plan for how to capitalize on them. By asking this question, you can better understand a leader’s ability to think strategically and long-term.

7.     How can we best capitalize on these opportunities?

Good leaders are always looking for opportunities to improve their organizations. Asking them how best to capitalize on these opportunities is a great way to get their thinking on the matter.

This question also allows you to gauge their level of optimism and whether they see the potential in their team and organizational structure.

Leaders who can identify and capitalize on opportunities are usually more successful than those who don’t. This question will give you insights into their decision-making process and how they prioritize opportunities.

8.     What threats do you see to the organization’s success in the future?

One question that all leaders should be prepared to answer is what threats they see to the organization’s success in the future. This question is vital for a few reasons.

1. First, it allows the leader to demonstrate their understanding of the organization’s strengths and weaknesses.

2. Second, it allows the leader to show their understanding of the competitive landscape.

3. And third, it allows the leader to share their vision for the future and how they plan to overcome any challenges.

By asking this question, you will gain valuable insights into the leader’s thought process and ability to think strategically about the organization’s future.

9.     How can we mitigate these threats?

Political upheavals, natural disasters, financial crashes, and pandemics are some of the daily threats businesses face. While it’s impossible to eliminate these risks entirely, leaders can take steps to mitigate them.

For example, they can create contingency plans for responding to various scenarios, invest in risk management tools and insurance policies, and build up cash reserves to weather tough times.

By taking a proactive approach to risk management, leaders can help ensure that their businesses are as prepared as possible for whatever challenges come their way.

10. What is your philosophy on leadership?

One of the most important questions you can ask a leader is their leadership philosophy. This question can help you better understand their thoughts on the subject and how they approach their role as a leader.

It can also give you insight into their values and how they make decisions. Asking about a leader’s leadership philosophy can help you get to know them better and understand their leadership style.

11. How do you prioritize and make decisions?

When interviewing a potential leader, asking questions that will give you insight into their decision-making process is essential. How do they prioritize tasks? What criteria do they use when making decisions? Do they tend to delegate or take a more hands-on approach?

Asking these types of questions will help you to understand how the person operates and whether or not they are a good fit for the role.

Leaders need to be able to prioritize effectively and make decisions promptly. If they cannot do so, it can lead to chaos and confusion within the organization. Asking these questions will help you better understand the person’s capabilities and whether or not they are suited for a leadership role.

12. What kind of environment do you want to create within the organization?

Leaders play an essential role in setting the tone for an organization, so asking them about the kind of environment they want to create is essential.

Do they want a collaborative environment where employees feel comfortable sharing ideas? Or do they prefer a more traditional hierarchical structure with a transparent chain of command?

By asking this question, you can better understand the leader’s management style and what they value most in an organization. Additionally, it can help you gauge whether the leader’s vision aligns with your values.

13. What values do you feel are essential to the organization?

Asking a leader about the values they feel are essential to the organization can give you a lot of insight into their management style and what they believe makes a good employee.

This question can also help you gauge whether you would fit the organization well. If the leader responds with values that are important to you, then it is likely that you would be able to work well together.

However, if the leader emphasizes values you do not feel as strongly about, it may be best to look elsewhere for employment. Either way, this question can help you better understand the organization and what it would be like to work there.

14. How do you communicate your vision to others in the organization?

Leaders often have a clear vision for where they want their organization to go. But simply having a vision is not enough- leaders also need to be able to communicate that vision to others in the organization. One of the critical questions you can ask a leader is how they communicate their vision to others. Do they do it verbally? In writing?

By sharing specific goals and objectives? By painting a picture of what success will look like? Understanding how leaders communicate their vision can give you insights into their leadership style and how they motivate and inspire others to achieve results.

15. How do you involve others in shaping and achieving the vision?

A good leader will involve others in shaping and achieving the vision for a few reasons. Firstly, it allows for buy-in from everyone on the team. This is important because people are more likely to work towards something if they feel they have a say in what it is.

Secondly, it broadens the scope of ideas and perspectives considered when creating the vision. This is important because it helps ensure that the vision is achievable and practical and is something people will want to work towards.

Finally, it builds trust between the leader and the team. This is important because trust is essential for effective teamwork.

So, when leaders involve others in shaping and achieving the vision, they demonstrate their commitment to working collaboratively with the team, which is an essential quality of good leadership.

16. What role do you see for each team member in achieving the vision? What contribution do you expect from each team member? How will you know if we are successful in achieving the vision? What metric will you use to measure success?

Leaders are often tasked with creating and articulating a vision for their team or organization. While having a clear and inspiring vision is important, it is equally essential to ensure that the team has a shared understanding of the vision and its role in achieving it.

Leaders can ask questions to ensure that the team is on track to achieving the vision, including:

• What role do you see for each team member in achieving the vision?

• What contribution do you expect from each team member?

• How will you know if we are successful in achieving the vision?

• What metric will you use to measure success?

By asking these questions, leaders can better understand how each team member perceives their role concerning the vision, what they are doing to contribute to its achievement, and whether they are progressing.

Regularly asking these questions can help ensure the team stays focused and aligned with the leader’s vision.

Questions to ask leaders about change resilience

1.     What are some key things you think about regarding resilience?

Leaders are often considered highly-tuned decision machines, always knowing the right thing to do in any given situation. However, even the best leaders face complex challenges that test their resilience.

When this happens, it can be helpful to ask yourself some key questions to help you weather the storm. For example, what are your core values? What is your ultimate goal? What resources do you have available to you?

Asking yourself these types of questions can help you maintain a clear focus and make tough decisions when times are tough. In addition, talking to other leaders can also give you some valuable perspective on how to overcome complex challenges.

By asking these questions, you can ensure that you are prepared to face whatever comes your way.

2.     How do you prioritize and manage risk regarding resilience?

Regarding resilience, leaders need to prioritize and manage risk effectively. One of the questions that leaders should ask is how they can prioritize their organization’s different risks. They need to identify the most severe risks which can be managed more effectively.

Leaders also need to ask themselves how they can manage risk more effectively. This includes identifying resources that can be used to mitigate risks, developing contingency plans, and creating early warning systems.

By asking these questions, leaders can ensure they are prepared for anything coming their way.

3.     What are some early warning signs that a problem might be developing that could impact resilience?

Leaders must always look for problems that could disrupt business operations or impact organizational resilience. By definition, resilience is the ability to withstand and recover from disruptions.

Early warning signs of a problem that could impact resilience can take many forms, but some common indicators include changes in customer behavior, supplier difficulties, or increasing employee absenteeism.

Of course, every organization is different, so leaders need to be familiar with the specific warning signs that could signal trouble at their company.

By paying attention to these indicators and addressing problems before they cause significant disruption, leaders can help ensure that their organization remains resilient in the face of challenges.

4.     How do you build and maintain effective communication channels during a crisis?

Leadership is about more than just giving orders. In a crisis, influential leaders must communicate clearly and effectively to rally their team and achieve their goals. So, what are some questions that leaders should ask to build and maintain effective communication channels during a crisis?

One crucial question is: how will information be shared? In a fast-moving crisis, everyone involved must have access to the same information. This could mean setting up regular briefings or creating an online hub where updates can be posted in real-time. Another critical question is: who needs to be kept informed?

Not everyone needs to be updated on every development, so it is essential to identify the key decision-makers and keep them in the loop. Leaders also need to think about how they will deliver bad news.

No one wants to be the bearer of bad news, but it is essential to a leader’s role. Being honest and transparent with your team is crucial for building trust and maintaining morale.

These questions will help leaders build an effective communications strategy during a crisis. By ensuring that everyone has access to the same information and that crucial decision-makers are kept informed, leaders can help their team to stay focused and united.

And by being honest and transparent with communications, leaders can build trust and maintain morale, even in the most challenging times.

5.     What are your thoughts on the importance of community engagement in resilience?

When it comes to resilience, community engagement is critical. Resiliency is recovering from or adjusting easily to setbacks or changes. For communities to bounce back from difficult situations, residents must have a way to connect and share resources. Leaders play a vital role in promoting community engagement, as they can help to create opportunities for connection and dialogue.

Furthermore, leaders can also help raise awareness about the importance of resilience and how it can benefit individuals and communities.

When it comes to resilience, community engagement is essential. By working together, we can build stronger, more vibrant communities that are better able to withstand adversity.

6.     How do you ensure that all stakeholders have a shared understanding of what resilience means for your organization?

A shared understanding of resilience is critical for organizational success. Leaders must ensure that all stakeholders understand what resilience means for the organization and how they can contribute to its success. To do this, leaders should ask questions encouraging stakeholder input and discussion.

For example, they might ask stakeholders how they define resilience, what challenges they see the organization facing, and how they believe it can overcome them. By encouraging open dialogue, leaders can help build a foundation of trust and cooperation that will be essential in times of crisis.

7.     What are some lessons learned from past experiences with disruptions that have helped plan for future ones?

Asking questions is a critical part of being a leader. Gathering information from those around you can make informed decisions that will help steer your team in the right direction. However, not all questions are created equal.

Asking the right questions can mean the difference between success and failure, especially regarding disruptions. Here are seven questions leaders should ask when faced with a disruption:

1. What is the nature of the disruption?

2. How long will it last?

3. What is the potential impact on my team?

4. What are some lessons learned from past experiences with disruptions that have helped plan for future ones?

5. What are my team’s priorities during this disruption?

6. What is the plan for communication during this disruption?

7. What is the plan for keeping work moving forward during this disruption?

Asking these questions can help leaders better understand the situation and develop a plan to navigate it successfully. With careful planning and execution, disruptions need not cause concern.

Questions to ask leaders about emotional intelligence

Emotionally intelligent leaders can navigate through times of change effectively. They understand their own emotions and how they impact their decisions and actions and manage their emotions during times of stress or adversity.

They remain calm and constructive when faced with challenging situations and create an emotionally safe environment for those around them.

They communicate effectively, build trust and mutual respect relationships, and encourage and motivate others to achieve their best.

Emotional intelligence plays a crucial role in their leadership style, and they continue to develop their emotional intelligence. Emotionally intelligent leaders are better equipped to lead change successfully.

1.     How do you stay aware of your emotions and how they impact your decisions and actions?

Anyone in a leadership position knows staying calm and level-headed is challenging. After all, leaders are human beings, too, and are subject to the same emotional ups and downs as everyone else.

However, what separates successful leaders is their ability to remain aware of their emotions and how they impact their decisions and actions. This self-awareness is essential for maintaining a clear head and making tough judgment calls, even in the most challenging circumstances.

That’s why, when interviewing potential leaders, it’s essential to ask them how they stay aware of their emotions and how they allow those emotions to guide their decisions and actions. By doing so, you can better understand whether a candidate has the emotional intelligence necessary to be an effective leader.

2.     How do you manage your emotions during times of stress or adversity?

Leaders are often required to make difficult decisions that can have a significant impact on the lives of others. To be effective, leaders need to be able to manage their emotions during times of stress or adversity. One way to do this is to develop a support network of trusted individuals who can offer advice and guidance when needed.

Additionally, taking care of oneself physically and mentally is crucial to maintain a clear and focused mind. By taking these steps, leaders will be better equipped to handle stressful situations and make sound decisions that benefit those they are responsible for.

3.     What strategies do you use to remain calm and constructive when faced with challenging situations?

Leadership isn’t always easy. It can be downright challenging at times. That’s why leaders must have a strategy for remaining calm and constructive when faced with difficult situations.

1. One effective strategy is taking a step back and objectively assessing the situation. This can help you maintain a clear head and avoid getting caught up in the moment’s emotions.

2. Additionally, it’s essential to focus on the goal that you’re trying to achieve. This will help you to stay focused and motivated, even when things are tough.

3. Finally, remember that not every situation is perfect. Sometimes, you have to do your best with what you have.

Remembering these things, you’ll be better equipped to handle challenging situations like a pro.

4.     How do you create an emotionally safe environment for those around you?

Leaders set the tone for their teams and organizations, so they must create an emotionally safe environment where everyone feels respected and valued.

One way to create such an environment is to be attuned to the emotional needs of others and to respond with empathy and compassion. This includes being aware of nonverbal cues and listening mindfully to what others say.

It also involves creating opportunities for open communication, where people feel free to share their concerns and ideas without judgment.

When people feel emotionally safe, they are more likely to take risks, be creative, and collaborate effectively. As a result, emotional safety is essential for leaders who want to unleash the full potential of their team or organization.

5.     How do you communicate effectively with others, especially in disagreements or conflicts?

Good communication is essential for any leader who wants to be successful. After all, how can you expect to get your point across if you can’t even communicate effectively with those around you?

There are a few key things to remember when communicating as a leader. First, always be clear and concise in your communication. This means being able to state your points clearly and without ambiguity. Second, always try to see things from the other person’s perspective.

This doesn’t mean that you should always agree with them, but it does mean that you should try to understand where they’re coming from. Lastly, don’t be afraid to stand up for your beliefs.

If you genuinely believe in something, then don’t be afraid to speak your mind and defend your position. Effective communication is essential for any leader who wants to be successful.

6.     How do you build trust and mutual respect relationships with those you work with?

Good leaders know that trust and respect are essential in any successful relationship, whether with a colleague, employee, or friend. After all, who wants to work with someone they don’t trust or respect?

For this reason, leaders need to take the time to build relationships of trust and mutual respect with those they work with.

This can be done in many ways, such as taking an interest in others, being a good listener, and being honest and transparent. When leaders try to build strong relationships based on trust and respect, they lay the foundation for a productive and successful team.

7.     How do you encourage and motivate others to achieve their best?

One of the most important questions you can ask a leader is how they encourage and motivate others to achieve their best. This is important for a few reasons.

1. First, it shows that you are interested in their team-building methods and whether or not they are effective.

2. Second, it allows you to gauge their leadership style and see if it is something that would work well with your style.

3. Finally, it gives you insight into their values and what they believe is vital in the workplace.

Asking a leader how they encourage and motivate others to achieve their best is a great way to get to know them better and see if they would be a good fit for your team.

8.     What role does emotional intelligence play in your leadership style?

Leaders must be able to understand and manage their own emotions, as well as the emotions of those around them. Emotional intelligence is a critical skill for leaders, and it can play a role in everything from everyday decision-making to long-term strategy.

When leaders are aware of their emotions, they can better manage them and stay focused on the task.

They can also use their emotional intelligence to build stronger relationships with others, improve communication, and resolve conflict.

Asking a leader about their emotional intelligence can give insight into their leadership style and how they interact with those around them.

9.     How do you continue to develop your emotional intelligence?

Leaders are not born. They are made. Emotional intelligence is a critical quality that all leaders must possess to be successful.

Being emotionally intelligent means being self-aware, managing emotions, and being able to relate to others. It is an essential quality for leaders because it allows them to be aware of the emotions of those around them and to manage their own emotions in an effective and positive way.

1. Leaders can continue developing their emotional intelligence by attending workshops or seminars on the topic. In addition, reading books or articles on emotional intelligence can also be helpful.

2. Leaders can also seek out mentorship from someone who is already emotionally intelligent and has experience in leadership.

3. Lastly, leaders can reflect on their emotions and experiences to better understand themselves.

By taking these steps, leaders can continue to develop their emotional intelligence and become more effective in their roles.

10. What challenges have you faced in implementing emotional intelligence when leading change?

When trying to implement emotional intelligence in a leadership role, it is vital to be aware of the challenges that you may face. One common challenge is resistance from those who are being led.

Change can be difficult, and people may not be receptive to using emotional intelligence techniques. It is essential to be patient and understanding and to give people time to adjust to the new way of doing things.

Another challenge that can arise is a lack of resources. If you do not have the right tools or support, it can be challenging to implement emotional intelligence strategies effectively.

Finally, you may also face personal challenges in using emotional intelligence. It can be difficult to change your behavior, and you may struggle to keep up with the demands of the new role.

However, you can successfully implement emotional intelligence as a leader by being aware of these challenges and committing to overcoming them.

Questions to Ask Leaders About Leading Change- Recommended Reading

1. Strategic Questions To Ask The Board Of Directors

2. 70 Strategic Questions To Ask a CFO

3. Questions to Ask a CEO

Updated: 5/26/2023