The answer to “What's in it for me” may be considered to be part of the team's or individual's perspective, but it's not a part leaders are likely to see or hear with the just the five categories of questions listed. This is because employees want to be seen as team players. They don't want their bosses to ever get the idea that they're not concerned about team outcomes. Not only that, but “What's in it for me?” is not the kind of language that team members are supposed to use. It's all supposed to be about “us;” but you can bet that they're all thinking about how doing whatever they're being asked to do will help them personally, either in the company or in their careers, or both.

It's essential, therefore, that leaders discover the answer to this question first. Whatever input employees offer regarding their perspective, the situation, any misunderstandings or miscommunications, their thinking or their ideas, all be given in this context. I know this sounds cynical, but if we're forced to make choices between our own well-being and that of the team repeatedly, there will come a time when the needs of the individual will take precedent. How much better it would be for leaders to take this into account first rather than having it forced on them later.