Do you REALLY want your people to offer different perspectives?
“You have your way. I have my way. As for the right way, the correct way, the only way, it does not exist” Friedrich Wilhelm Nietzsche
“I‘m going to disagree with that” or “I totally agree with that”. These are a couple of phrases that easily slide out of the mouths of CEOs and leaders. Almost every client session I have, these phrases get rolled out not just by the CEO, but by other leaders too (including me!).
Whilst there is nothing fundamentally wrong with these statements, I am seeing the dynamic that it has on the team. It sets-up a dynamic of industry or intellectual superiority, which I don’t believe is intended. If you’re trying to grow a business and build a super-high-functioning executive team, this type of approach won’t help.. It tends to discourage input and creates an unwanted introversion from many team members.
Either of these simple statements (above) seem to set-up the CEO as the arbiter of right and wrong – based on THEIR perspectives, experiences, and opinions. The challenge here is, the CEO does NOT always have the “right” perspective. They don’t want it, nor should they!
Adding to this, most CEOs I work with genuinely want to have a team around them that challenges them and brings new ideas, perspectives, and thoughts to their business. This “agree/disagree response” will actually stifle the very thing they’re trying to build. It is not in line with Jim Collins' great concept of the Level 5 Leader.
So, next time you feel compelled to express your disagreement with someone’s perspective try an alternate type of approach that may go something like this…
Someone offers a differing viewpoint to yours…
- “Thanks for your response! Tell me more about that”.
[let them respond]
- “How did you come to that conclusion?“
[let them respond]
- “Thank you. That is actually a perspective I had not considered, and I am grateful that you did and brought it to the team. We are looking for diverse and strategic thinking”
“What other alternate viewpoints are there for us to consider?” (pose this to the whole team)
The approach above is full of CURIOSITY. It's being a "Multiplier Leader". And, when I have used this (or similar) and seen it deployed, it creates a totally different environment, where people feel more comfortable to offer up diverse perspectives and opinions without any hint of fear, judgement or reprisal. It will be inspiring, uplifting, and encourage people to weigh in more.
Surprising to most, the flipside comment of “I totally agree with that”, can also create some challenges. In this case, your team are hearing/seeing you as the judge and jury of what is right and wrong. As the CEO or leader, relieve yourself of the burden of having to critique every comment. It is NOT part of your "job description". A simple and genuine, “thank you” can have impact. In fact, your role is actually to be a “debate maker”. You should be drawing out diverse opinions from your team, and using the collective intelligence of your team to come up with the best possible outcome for the situations faced.
Having a team discussion is not about getting everyone to agree. It is about pursuing what is truly best for the business. Besides, if you have all the answers yourself, why do you need a team at all?
And, given that you have built (and continue to hone) a high-calibre leadership team, how well are you really cultivating alternate opinions and the team superpower of collective intelligence?
Have a great week.
Grow well!!
Adam