Grey or Great
In the “Gray Question Confessional,” these are questions that feel safe and professional but often get you nothing useful.
What are “gray questions”?
One optional recipe step to turn gray questions into hi-def questions is to place the client in a specific scene and moment in time.
What is “Add a Setting”?
This persona’s core question is: “Are employees learning?”
What is Learning & Development (L&D)?
The deck states Career Hub helps L&D by doing this: connecting learning to _____
What are careers?
The deck suggests challenging CSMs to pitch this type of meeting in an upcoming AD 1:1
What is a pan-talent meeting"
(Career Hub acceptable)
In Breakout #1, participants share 1–2 questions they ask that never land & then compare what they get back (like buzzwords or silence). This step is called _____
What is “Dig In”?
Another recipe step to turn gray questions into hi-def questions forces a limit, like a number, a deadline, or a single choice.
What is “Add a Constraint”?
This persona’s core question is: “Are they ready for what’s next?”
What is Talent Management (TM)?
The deck states Career Hub helps TM by making careers _____
What is “measurable”?
When asking your AD or Hiring CSM for the intro, the goal is to position Career Hub as a way to engage with internal talent and make sourcing more _____
What is “more efficient”?
(also acceptable = faster, easier, etc).
If a question doesn’t include a clear tradeoff, timeline, or limit, it is missing this key Hi‑Def element.
What is a constraint?
Another recipe step to move gray questions to hi-def ties the question to pride, legacy, reputation, or real consequence.
What is “Add a Stake”?
This persona’s core question is: “Who can fill this role now?”
What is Talent Acquisition (TA)?
The deck states Career Hub helps TA by surfacing internal _____
What are candidates?
The “Ask your AD” slide lists cues you might hear in a KCM—one is “internal mobility or ____.”
What is "sourcing"?
A question that asks “What would success look like?” without tying it to consequences or impact is missing this ingredient.
What is a stake?
After “asking a great question,” the other half of the job is locking in the “gold” (vivid, emotionally charged phrase that reveals what the clients truly care about). This is done through a two-step technique.
What is the “Echo & Anchor” technique?
This audience sits “right under the CHRO,” looks across the whole company, and needs “executive‑ready proof” that mobility is happening.
What is Talent Management?
The TM value story emphasizes that if talent teams can’t prove outcomes in dashboards or exec language, “it doesn’t ____
What is “count”?
The same slide suggests positioning the working session as a way to increase internal fill rates and reduce ____ for critical roles.
What is "time-to-fill"?
A vague question like “What are your goals for the future?” becomes high-definition when you anchor it to a defined period like “the next 6 months” - this introduces which element?
What is a setting (or time-bound setting)?
Upgrading a gray question requires combining these three ingredients to create vivid, decision-driving discovery.
What are setting, constraint, and stake?
For Talent Management, the deck says day-to-day they care about three things: _____, _____, and _____
What are clarity, movement, and proof?
The deck’s TA “WIFM” line is: “Prove the ROI of internal mobility by tying learning and skill development directly to _____ outcomes.”
What are hiring outcomes?
In the “Position Career Hub to Program Managers” script, it says you can “turbocharge” Career Hub by customizing it with roles and skills in _____
What is Talent Architecture?