Prime Minister Mette Frederiksen was asked last week what superpower she would most like to have. To this she replied, after a short pause for thought, "to be able to conjure Ekstrabladet away". Away with the critical and unpleasant questions.
As a manager for 30 years, I have often had that thought. And I know that many managers have also experienced employees or colleagues who were not fully on the team. It doesn't feel nice.
Can critical employees be conjured away? Employees who are critical and subversive to one degree or another. Which asks "ugly" questions that can be difficult to answer. Employees who look very unenthusiastic when their manager announces plans and goals.
The superpower that works best is the ability to listen.
When you listen - also to those who disagree with you, you get the opportunity to acid-test your plans. You get a chance to see things from a different perspective. In the best case, your plans and decisions will be significantly better, and in the worst case, it will take a little longer to reach a sustainable decision.
Criticism is good because it ensures that you don't just listen to those who agree with what you have already arrived at. It is a good opportunity to use and involve the critics that you have around you.
Criticism opens the door to more comments and considerations from employees. It is important that they experience a safe space where you can also disagree and speak your mind. It is not a weakness to ask for help, feedback or comments.
You are a strong leader who exudes confidence if you openly dare to ask for honest feedback.
It is important to emphasize that you, as a manager, are employed to lead. You must not let the critics stop progress or block necessary measures. You need to listen to their views. You do this by being clear when decisions are made and shared.
“I have spoken to all of you and have received a number of good feedbacks, which I have taken into consideration.After mature consideration, I have now decided on X and expect everyone to support that decision".
Having a manager who listens is NOT a free pass to sulk and try to undermine management decisions. It is completely unacceptable. On the contrary, it is an opportunity to assert one's influence.
For major decisions, we always recommend that you take the team along for advice.
If you would like to hear more about how to involve employees and how it makes you and your company better, you are more than welcome to contact us @ The Heart.
Comments