Over on Federal Computer Weekly they have a short but meaningful commentary on an email from Harvard Business Review’s daily email newsletter. In the original email they outline how to have good meetings by not only forcing debate, but also by being more inclusive. Some of the key suggestions include:
- Start by asking questions, not uttering your opinion.
- Help quiet people speak up.
- Make it safe for people to take risks.
- Take the contrarian view.
- Cultivate transparent advocates (and get rid of the hard sellers).
While I don’t subscribe to the original author’s use of the word ‘fight’ when he states, “When teams have a good fight during meetings, team members debate the issues, consider alternatives, challenge one another, listen to minority views, and scrutinize assumptions.” I do agree with the underlying point that leaders will get more meaningful feedback to make smarter decisions when their team feels comfortable speaking their mind, both within the team and upwards to leadership.
As leaders we need to practice the above 5 techniques (at a minimum) to ensure team inclusivity and to give us the best opportunity to hear all ideas. Sometimes as a leader you just need to make a timely decision and there isn’t an opportunity for feedback, but when possible, take the time to hear what your people have to say as invariably they will have meaningful perspectives that will never have occurred to you. Additionally, if you are doing your job as a leader you are grooming your team for the next step in their career (to include moving into your job). Giving them these opportunities to participate in the decision-making by providing input not only helps you, but helps them as well to think things through.