The Role of Questions in Negotiation

How We Built Our Family Office and What We Learnt Along the Way After I joined the family business in 2017, we established our family office. What began as simple allocations soon evolved into a comprehensive investment journey spanning PE, VC, public markets, and alternatives. We’re evolving. We’re investing. We’re learning. Here are a few key takeaways that have shaped our perspective on capital, conviction, and compounding. (Part 1) 1. Always Ask: Why Is This Deal Coming to You? If a deal lands on your table and it’s not with larger funds or more established family offices, pause and ask: why? There’s often an angle, sometimes it’s a genuine fit, but often, there’s a reason it’s not elsewhere. 2. Relationships Matter More Than Firms Advisors and brokers are everywhere, but only a handful genuinely have your long-term interest at heart. Build deep, trusted relationships with a select few. The right advisor can transform your deal flow and outcomes. 3. Institutionalise Your Process Having a clear Investment Policy Statement (IPS) is a game-changer, especially as families grow and more voices join the decision-making table. We operated without one for too long, and implementing structure has brought much-needed discipline. 4. Avoid FOMO and Time-Pressured Deals If you’re being pressured to commit quickly, walk away. There are always more opportunities. As a family office, you don’t need to chase every “hot” deal, focus on what you understand deeply and be patient. 5. Be Wary of Late-Stage/Pre-IPO Rounds We’ve largely avoided pre-IPO deals, valuations are inflated, and the upside is limited. The J-curve returns are usually already captured by early investors. Tempting brands at this stage often offer familiarity, not value. Real long-term gains often lie after the listing, not before. 6. First-Time Managers We’re cautious with first-time funds, which often face operational teething issues. Unless we have deep conviction in the team, we prefer managers with a solid track record and robust systems already in place. Fees may vary slightly, but always opt for A-grade managers. 7. Cost of Returns Matter Returns only matter after fees and taxes. We actively monitor our “cost of return” across asset classes, including the amount we pay in management fees, carry, transaction costs, and taxes, relative to what we earn. Post-fee, post-tax returns are the true benchmark. This discipline keeps capital efficient and ensures we’re tracking it across asset classes and portfolio level. 8. Say No, But Keep Showing Up Discipline is everything. We track how many deals we reject; if the “no” ratio isn’t high, we’re probably not being selective enough. Saying no is a superpower in this business. But that shouldn’t stop you from meeting a lot of people. Show up. Listen. Learn. 📣 P.S. We’re hiring for a senior position at our family office. If you’re someone who wants to join and scale it with us, email me at: jai@malpani.com

Hiring managers remember the questions you ask. 8 questions that show you're serious about the role: ➤ "What would success look like in this role in the first 6 months?" - Shows you're focused on delivering value - Sets clear expectations from day one - Demonstrates immediate impact planning ➤ "Could you share more about the team's biggest challenge right now, and how this role would help address it?" - Demonstrates proactive problem-solving mindset - Shows your interest in making an impact - Reveals your solution-oriented approach to problems ➤ "How does this team's work align with the company's 5-year vision?" - Shows strategic thinking - Signals long-term commitment - Demonstrates big-picture understanding ➤ "Can you tell me more about the team's decision-making process for major projects?" - Reveals interest in team dynamics - Shows you're thinking about collaboration - Helps you understand team structure ➤ "What professional development opportunities are available for someone in this role?" - Demonstrates ambition - Shows commitment to growing within the company - Reveals your dedication to continuous learning ➤ "Could you share an example of how constructive feedback is typically delivered within the team?" - Shows emotional intelligence - Highlights interest in team communication - Demonstrates maturity in handling feedback ➤ "How might [recent company announcement/initiative] impact this team's priorities?" - Shows you've done your research - These questions are better than standard questions - Positions you as someone who thinks about business context (Example: "How might the recent expansion into the EMEA market affect this team's product roadmap?") ➤ "What are the next steps in the interview process and what timeline do you anticipate?" - Always ask if it’s not mentioned - Ensures clear follow-up expectations - Gives you an idea on when to send a follow-up email if you haven’t heard back The questions you ask can be just as impactful as the answers you give. Save this post for your next second interview! What questions would you add to this list?  Share below! 👇

Socratic Questioning is a method of guided questioning used in various fields, including therapy, education, and critical thinking, to promote deep understanding and self-reflection. Originating from the teaching style of the philosopher Socrates, it involves asking open-ended, thought-provoking questions to help individuals explore their beliefs, assumptions, and perspectives. How Socratic Questioning Works 1. Clarification Questions: These questions aim to ensure a clear understanding of the topic or statement. Example: "What do you mean by that?" | "Can you give an example?" 2. Probing Assumptions: These questions challenge the underlying assumptions behind a belief or thought. Example: "What are you assuming here?" | "Why do you think this is true?" 3. Exploring Evidence: These questions encourage examining the evidence supporting a thought or belief. Example: "What evidence do you have for this?" | "How do you know this is accurate?" 4. Considering Alternative Perspectives: These questions help individuals see a situation from different viewpoints. Example: "What would someone with a different perspective say about this?" | "Can you think of another explanation?" 5. Evaluating Consequences: These questions examine the implications of thoughts or actions. Example: "What might be the result of thinking this way?" | "How does this belief affect you?" 6. Self-Reflection Questions: These questions foster self-awareness and insight into personal values, emotions, or decisions. Example: "Why does this matter to you?" | "How does this align with what you want to achieve?" Applications of Socratic Questioning 1. In Cognitive Behavioral Therapy (CBT): Helps clients identify and challenge cognitive distortions or irrational beliefs. Encourages the development of healthier thought patterns. 2. In Education: Promotes critical thinking and active learning. Helps students explore complex ideas and make connections. 3. In Personal Growth: Encourages deeper self-awareness and understanding. Helps clarify personal goals and values. Example in Therapy Client's Thought: "I always mess things up; I’m such a failure." Therapist Using Socratic Questioning: "What do you mean by 'always'?" "Can you think of a time when you succeeded at something?" "What evidence supports the idea that you are a failure?" "What would your best friend say about this thought?" By systematically questioning, the client may recognize that their thought is an overgeneralization and begin to form a more balanced perspective. Socratic questioning is powerful because it doesn't give answers but guides individuals to discover their own insights, fostering long-lasting cognitive and emotional change. Illustration credit: Etsy

As a junior lawyer, I worried about annoying my supervisors with questions. Supervisors should make themselves available, but there are things we can do to get the most value (and leave a good impression) from the 'question time'. In case it helps, here's an approach I use: 1️⃣ Set up a time to discuss instead of drip-feeding questions 2️⃣ List out all questions & assumptions 3️⃣ Try to find the easy answers 4️⃣ Set out references for remaining questions 5️⃣ What do you think the answer is? Have a clear ask. 6️⃣ Prioritise your questions The end result should be: 🔸 No questions that you already have the answer to 🔸 You're able to quickly take your supervisor to the right documents 🔸 Clear questions with draft answers (if possible) – showing that you've done the work 🔸 Most important questions first   What do you think about this approach? Anything else you'd add? ------------- Btw, if you're a junior lawyer looking for practical career advice - check out the free how-to guides on my website. You can also stay updated by sending a connection / follow. #lawyers #lawstudents #legalprofession #lawfirms

Want to cut time, cost, and conflict in procurement? (Start by asking smarter questions) Asking vague questions like "What do you need?" leads to delays, rework, and missed savings. Procurement Excellence | 09 SEP 2025 - Too often, #procurement teams jump straight into sourcing strategies without fully understanding what the business truly #needs. Every great sourcing strategy starts with the right stakeholder questions. Here are 17 critical questions to ask: ✅ What is the business #need. ✅ What is the desired #outcome and success criteria. ✅ What are essential Vs optional #specifications. ✅ What is the project #budget and TCO. ✅ Who are the #key stakeholders and decision makers. ✅ What is the #timeline for delivery. ✅ What are #existing contracts to be leveraged. ✅ What #risks are to be anticipated during sourcing. ✅ What are compliance and #regulatory requirements. ✅ What level of #quality or service is expected. ✅ What are #ESG goals relevant to this sourcing. ✅ What is the #volume or frequency of purchase. ✅ What is the #pricing mechanism or model. ✅ What is the #evaluation criteria and scoring model. ✅ What is the #escalation process if dispute arises. ✅ What are the #performance metrics. ✅ What are #confidentiality or data security requirements. Why This Matters: → Speed up approvals by clarifying needs upfront. → Unlock savings by sourcing for outcomes. → Build trust as strategic partner, not an order-taker. Before saying "NO" to internal customers Before issuing the RFP to the market Procurement should understand the business need What’s the most powerful stakeholder question you’ve ever asked? #StakeholderManagement #StrategicSourcing #ProcurementExcellence

There's an AE on my team that consistently hits 200% of quota or more. How? She asks the hard questions: 1. “You mentioned [X date] as a goal—what’s driving that timeline, and is that date firm?” Verifies whether the timeline is real or aspirational. 2. "Based on what you’ve seen so far, is there anything that’s giving you pause about moving forward with us?” Invites honest feedback to surface objections early. 3. “How does our solution compare to others you’re evaluating?” Tests competitive positioning and whether you're the frontrunner. 4.“Who else on your team needs to feel good about this before a decision is made?” Pushes beyond your main contact to build a map of the buying committee. 5. “If [insert key stakeholder] were here, what concerns would they raise?” Forces your champion to think on behalf of other decision-makers. 6. “Have you ever purchased something like this before? What did that process look like internally?” Surfaces potential red tape or hidden decision criteria. 7. “What needs to happen between now and [target close date] for this to actually happen?” Pushes them to co-create the buying journey and surface risk. What's your favorite hard question to ask? - Mike G 👉 Check out my newsletter (it's free!): https://lnkd.in/gGyqJquj

The Art of Asking Questions - The most important skill in Corporates One of the most valuable skills in the corporate world is knowing how to ask the right questions. Over time, I’ve realized that good questions don’t just gather information—they shape discussions, uncover insights, and drive decisions. Here’s what I’ve learned: 1. Don’t ask for the sake of asking. Thoughtless questions add noise, not value. A well-placed question shows genuine curiosity and strategic thinking. 2. Always follow up if you’re not satisfied. If an answer feels incomplete or vague, don’t hesitate to probe deeper. The best insights often come from follow-up questions. 3. Frame your questions well. Instead of asking, “Is the company doing well?”, ask, “What key metrics indicate the company’s growth this quarter?” Precision matters. 4. Be an active listener. The best questions come from truly understanding the discussion. Don’t just wait for your turn to speak—engage with the responses. 5. Challenge assumptions. Don’t take things at face value. A simple “Why do we do it this way?” can lead to breakthrough ideas and efficiency improvements. 6. Ask open-ended questions. Avoid questions that lead to simple “yes” or “no” answers. Instead of “Did you like the project?”, ask, “What aspects of the project worked well, and what could be improved?” 7. Read the room. Timing and context are everything. The right question at the right moment can change the direction of a conversation entirely. Mastering the art of asking questions can set you apart in any professional setting. What’s a question that has helped you unlock valuable insights at work? Let’s discuss! #CareerGrowth #CorporateSkills #AskingTheRightQuestions #Communication

Stop asking basic questions. And start asking these brilliant ones instead:   1/ Stop asking for facts. → Questions like "What’s the deadline?" or "Who’s responsible?" are basic. → Instead, ask: "What’s the biggest risk we haven’t considered yet?"   2/ Shift from “what” to “why”. → "What’s the goal?" gives you surface-level answers. → "Why is this the goal?" uncovers the strategy behind the decision.   3/ Challenge assumptions gently. → Instead of saying, "Is this the best way?" (which can sound confrontational), ask: → "What would it look like if we did the opposite?"   4/ Ask questions you don’t know the answer to. → Avoid asking questions just to sound smart. → Curiosity beats performative intelligence every time.   5/ Frame questions with possibility. → Don’t ask, "Can we do this?" → Ask, "How might we make this possible?" It opens the door to creativity instead of a yes/no response.   6/ Pause before you speak. → Silence feels uncomfortable, but it gives your brain space to form sharper, more thoughtful questions.   7/ Tie your question to impact. → "What’s the point of this project?" can feel vague. → Instead, ask: "How will this project change things for our customers?" → It shows you’re thinking beyond the task.   The smartest person in the room is not the one with the quickest answers.   It's the one who asks the question everyone else wishes they had thought of.   📣 Share this post to help others ask smarter questions.   🌟 Follow Mostyn Wilson for more insights on career success. __ Want deeper insights every fortnight? Try my Atomic Ambition newsletter: https://lnkd.in/eE287NTG

The approval process can cost more than the mistake it prevents. A manager wants to adjust a customer workshop. The change is reversible, the customer impact is limited, the result will be visible within a day and the original approach can be restored if the decision is wrong. Still, the request moves through three people before anyone acts. Each person adds context, nobody wants to own the final call and the opportunity passes before approval arrives. This is how organizations confuse control with delay. Not every decision deserves the same approval depth. The right question is not, "Who is senior enough to approve this?" It is, "What is the actual consequence if this decision is wrong?" Four factors create a better rule: - Reversibility: Can the decision be undone quickly and cleanly? - Blast radius: How many customers, employees, systems or dollars can it affect? - Visibility: Will the outcome become clear fast enough to correct it? - Recovery: Is there a defined owner and practical path to repair the mistake? When a decision is reversible, limited, observable and recoverable, push it closer to the work. When it is difficult to reverse, affects many people, hides its consequences or lacks a recovery path, increase the review. Approval depth should scale with consequence, not hierarchy. Leaders do not lose control by delegating safe decisions. They gain time, attention and judgment for the decisions where rigorous control actually matters most: irreversible, high-consequence decisions. Which decision is waiting for approval even though it can be safely reversed?

𝐒𝐭𝐨𝐩 𝐒𝐞𝐞𝐤𝐢𝐧𝐠 𝐕𝐚𝐥𝐢𝐝𝐚𝐭𝐢𝐨𝐧 𝐚𝐭 𝐖𝐨𝐫𝐤 (Are we all grown-ups just expecting gold stars?) At school, we get stickers for good work. At work, we expect promotions, compliments, and maybe even applause after a presentation. In 𝐈𝐧𝐝𝐢𝐚’𝐬 𝐜𝐮𝐭𝐭𝐡𝐫𝐨𝐚𝐭 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐜𝐮𝐥𝐭𝐮𝐫𝐞, it’s natural to crave feedback from bosses and peers. But this constant need for recognition can actually hold us back. When we rely too much on others’ opinions, we hesitate to propose 𝐛𝐨𝐥𝐝 𝐨𝐫 𝐫𝐢𝐬𝐤𝐲 𝐢𝐝𝐞𝐚𝐬. It stifles our 𝐜𝐫𝐞𝐚𝐭𝐢𝐯𝐢𝐭𝐲 and 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧. It can also: → 𝐀𝐟𝐟𝐞𝐜𝐭 𝐨𝐮𝐫 𝐬𝐞𝐥𝐟-𝐞𝐬𝐭𝐞𝐞𝐦: If we don’t get the reaction or recognition we crave, we might question our talent and skills. → 𝐋𝐞𝐚𝐝 𝐭𝐨 𝐛𝐮𝐫𝐧𝐨𝐮𝐭: We might overwork just to impress managers or colleagues. → 𝐃𝐢𝐬𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐢𝐧𝐝𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐜𝐞: Constantly seeking approval can make higher-ups doubt our leadership potential. 𝐒𝐨, 𝐡𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐬𝐭𝐨𝐩 𝐬𝐞𝐞𝐤𝐢𝐧𝐠 𝐯𝐚𝐥𝐢𝐝𝐚𝐭𝐢𝐨𝐧 𝐚𝐭 𝐰𝐨𝐫𝐤? → 𝐃𝐞𝐭𝐚𝐜𝐡 𝐟𝐫𝐨𝐦 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬: Not every effort will be noticed—and that’s okay. → 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐡𝐨𝐧𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬: Upgrade your abilities so you’re less dependent on compliments. → 𝐋𝐞𝐚𝐫𝐧 𝐭𝐨 𝐬𝐞𝐥𝐟-𝐯𝐚𝐥𝐢𝐝𝐚𝐭𝐞: Celebrate small wins privately. Keep a journal of achievements to remind yourself of your growth. Remember, workplaces are full of noise—opinions, politics, gossip. If you trust your own skills, the right people will notice when it truly matters. Your Take: Do you struggle with seeking external validation at work? How do you handle it? #careergrowth #workplaceculture #professionaldevelopment