Smart leaders value honest feedback from their direct reports. They know that they don’t see everything clearly and realize that they need input to help them make good decisions.
🤔 But, do you ever get the sneaky suspicion that your direct reports are telling you what they think you want to hear, not what you actually need to hear?
Why is that?
▶️ It’s because of Celine’s 2nd Law: Honest communication occurs only between equals.
If one person has power over another, then the less powerful person can’t risk saying what they really think.
💡 For example, one of your Project Executives may know that the strategic plan you are advocating for has little chance of success, but the last time he gave you feedback, you dismissed his concerns.
So, he smiles and nods, stays silent, and waits for the plan to fail.
🚀 What can you do about this?
1️⃣ First, acknowledge publicly that this is a reality. It’s embedded in human nature, and as a leader, you have to work very hard to overcome people’s tendency to ‘shut up and carry on’.
2️⃣ Second, when you get feedback from a direct report, take time to seriously consider it. Be open to people below you correcting you, telling you that you’re wrong, suggesting alternative paths.
Of course, not all advice is good advice, and your people may be wrong, but there is ‘wisdom in the multitude of counselors’, and the best leaders surround themselves with people who are willing to disagree with them.
💬 Let’s Discuss: How do you ensure honest communication within your team? Reply to this email and share your strategies and experiences.
