Last month, we kicked off this column by discussing how to ask for a higher salary or promotion. This month, I address a common challenge: how to respond in meetings when you’re faced with a question you don’t know how to answer. Here are some best practices for different scenarios and tips to help you navigate them with confidence.
What should I do when I’m in a meeting and don’t understand what’s being discussed or am asked a question I don’t know the answer to?
The first rule is to be honest. There’s a well-known quote from Socrates that says, “The only true wisdom is in knowing you know nothing.” This serves as a great reminder that we’re all on a continuous learning journey. Especially in a business environment, where we strive to establish ourselves as experts, it’s important to remember that there’s no shame in acknowledging when you don’t know something.
Instead of feeling embarrassed, approach the situation with a mindset of learning, humility, and curiosity. Use it as an opportunity to gain new knowledge or to engage someone who might have the answer.
When you’re in a meeting and a topic comes up that you don’t understand, it’s crucial to assess the situation. Ask yourself, “Is this the type of meeting where it’s appropriate to ask for clarification?” If it is, try the following approaches:
- Ask for clarification: Say something like, “I’m not as familiar with this topic, but I’d like to understand it better. Could you explain it a bit more or share some resources so I can learn more?”
- Follow up with probing questions: Ask a series of follow-up questions that delve deeper into the issue at hand. Be sure to ask about the impact of the topic being discussed.
- Request examples: Ask others to share examples to help bring the topic into focus.
If it’s not the right moment to ask questions, consider these alternatives:
- Follow up after the meeting: Reach out to participants to get their perspective and understand how the situation impacts the business. Ask what specific actions you can take to contribute positively.
- Seek advice: Consult a trusted colleague or mentor. Be open about the topic you don’t understand and ask them to point you toward resources to help bridge your knowledge gap.
Here are some examples of common scenarios and how you can handle them.
Team Meetings
If you’re in a team meeting and your manager introduces a topic you don’t understand, it’s possible your peers are also unsure. Consider asking your manager to pause and provide additional context. Your request for clarification might benefit others in the meeting as well.
Cross-Functional Meetings
When leading a meeting with cross-functional colleagues, the discussion might get technical or detailed. Ask yourself if understanding this level of detail is necessary for solving the problem or advancing the project. If it is, ask for explanations. If not, let the conversation proceed and follow up with a team member afterward to fill in the gaps. This can also be a great opportunity for reverse mentoring, where you learn from a less experienced colleague.
Board of Directors Meetings
If you’re observing a Board of Directors meeting and find the content going over your head, it’s usually not the right place to ask for clarification. Instead, ask to debrief with the senior leader who invited you, framing your questions within a mentoring discussion. Be honest about what you didn’t understand and express your desire to build knowledge in this area as part of your development plan. This might also be an ideal time to seek out a mentor if you don’t already have one.
When You Don’t Know the Answer to a Question
It’s important not to bluff your way through an answer, as this rarely inspires trust and respect. Instead, try these responses to keep the conversation productive:
- Acknowledge your limits: “I don’t have the answer to that question, but I can find out and get back to you within [specific timeframe].”
- Consult resources: “My knowledge in that area is limited, but I’ll consult some resources and get back to you as soon as possible.”
- Involve your team: “I’d feel more comfortable answering that after consulting my team, who are closer to the details. I don’t want to mislead or make assumptions.”
- Request time to think: “I haven’t encountered that situation before, so let me think about it and get back to you. When do you need my response?”
- Prepare the data: “I need to pull together some data to answer that question well. Let me get back to you by the end of the day.”
- Provide an estimate: “I don’t have the exact data right now, but my thinking is [provide an approximate range]. Let me consult some resources and give you a more accurate answer.”
- Ask for help: “I acknowledge that I should know the answer, but it’s not coming to me at this moment. Can anyone else answer that question, or may I circle back to you after the meeting?”
Whenever possible, be clear about the actions you’ll take to get the answer and set a specific timeframe for your response.
Above all, remember that the best, most engaging leaders demonstrate a mindset of learning and humility. When you take this approach, you can lead by example and foster a culture of empathy, respect, and collaboration that drives organizational success.
To Submit a Question
If you have a question for Julia, simply submit your question to Julia.lazzara@leadingnow.biz. While we can’t promise she will be able to answer all of the questions she receives, our goal is to provide you with the insights and advice you need to have a successful career.
Julia Lazzara is the president of Leading NOW, an organization shaping the future of workplace dynamics by advocating women’s advancement and engaging male allies to bring gender balance to leadership. Leading NOW is a founding partner and educational content provider for CSP’s C-Store Women’s Event (CSW). Reach her at julia.lazzara@leadingnow.biz.
Members help make our journalism possible. Become a CSP member today and unlock exclusive benefits, including unlimited access to all of our content. Sign up here.