Do you have a culture where people feel safe asking “Why?”.

The strongest cultures don’t just tolerate questions, they encourage them. Especially “Why?”.

Because “Why” unlocks clarity, alignment, and purpose. It’s how teams move beyond just doing the task in front of them to understanding the bigger picture. It creates a sense of shared responsibility, where ownership comes from everyone, not just the team lead

That’s where the 5 Whys technique comes in. Originally developed at Toyota, the method is simple: keep asking “Why?” until you uncover the root cause of a problem. Maybe it takes 3 Whys. Maybe 7. But the point is the same, surface-level answers rarely solve the real issue.

But here’s the catch: the technique only works if the culture supports it. If people feel like asking “Why?” makes them look difficult, defiant, or uncommitted, they’ll stop asking. And when people stop asking, root causes never surface, problems repeat, and innovation dies.

So here’s some practical, actionable steps you can take right now:

• Start meetings by clarifying the “Why” behind the agenda, not just the what.

• Encourage each team member to connect their weekly priorities to the bigger “Why” in one sentence.

• Use whiteboards, dashboards, or project tools to visually tie tasks back to goals and purpose.

• Encourage your team to ask “Why?” in planning meetings and reviews, not just during crises.

• Show gratitude when someone digs deeper.

• Model it yourself. Be the first to ask “Why?” and then listen.

Because when “Why” becomes part of the culture, you don’t just solve problems faster. You align people around the deeper purpose of the work, so everyone understands not just what to do, but why it matters. That clarity sharpens priorities, strengthens commitment to shared goals, and connects daily tasks back to the vision that drives the team forward.