If you want the job done right, what do you do?
Do it yourself.
The right response, but wrong answer.
Most leaders have felt this way at some point. Even Moses, the great character from the Old Testament, fell into this leadership trap. It took an intervention from his father-in-law to get back on track.
Jethro came to Moses one day and like a good leader, he asked a good question, “What is this you are doing for the people?” Moses provided Jethro with a litany of to-do’s and the emotional woes that accompany an unsustainable task list. Then Jethro advocated a different approach, “What you are doing is not good. You will surely wear yourself out, both you and these people with you. For the task is too heavy for you; you cannot do it alone.”
Moses failed to recognize that he was burning out. He was blind to the dignity and potential of his people. He had missed the hidden treasure of creativity and the sheer volume of work-force within his tribe. He was burning himself out uncessarily and withholding opportunities from his future leaders.
Every organization has access to an absolute treasure found in the input and strategic contributions of its staff. The best leaders recognize this and solicit input continually.
Here are 5 huge benefits of gaining input from your staff:
#1 Wisdom. No one of us is as smart as all of us. Your staff are brilliant and they have game-changing ideas. You have blind spots in areas where they have a clear vision. Their proximity to the issues and opportunities gives them a perspective you simply do not have. Together, as a team, you see sooner, farther and clearer.
No one of us is as smart as all of us. Every leader has blind spots in areas where their staff have a clear vision. Together you see sooner, farther and clearer. Click To Tweet#2 Commitment. It’s a very simple insight but absolute law of organizational behaviour: no involvement, no commitment. If you don’t give your staff the opportunity to co-create a shared vision, they will not own it as much as they could or would if they helped to craft it.
If you don't give your staff the opportunity to co-create a shared vision, they will not own it as much as they could or would if they helped to craft it. Click To Tweet#3 Engagement. One of the factors that leads to high levels of employee engagement is autonomy. People want freedom to choose the work they do. It is always better to involve your staff in creating the vision, strategies and operational plans, rather than merely assigning it to them. They will come to work energized, willing to expend huge discretionary effort to move the needle on key projects – projects that they determined they would do.
#4 Collaboration. In healthy organizations, staff fight a lot. They fight fairly and it rarely gets personal, but they fight ALL the time. Even in the midst of a robust conflict, most staff will remain quite reasonable. They don’t need to get their way but they do need to feel understood. And they feel understood when the leader listens to them and seeks their input.
#5 Creativity. Nearly half of employees who say their opinion counts at work also feel their job brings out their creativity. Employees that feel their creativity is encouraged are more engaged at work and way more productive than those who don’t their creativity is engaged. They also tend to stay longer with the organization which reduces turnover and continues momentum.
Those who feel their creativity is encouraged and recognized are more productive than those who don’t. They also stay longer with the organization Click To TweetGreat leaders are aware that they have blind spots. They solicit the perspective of their staff to improve their vision.
Staff feel good about themselves when their ideas and opinions matter at work and people that feel good about themselves, produce good results.
What additional benefits do you see from seeking staff input and wisdom?
Please consider sharing this blog using the social media buttons below. Thank you!