How To Remove Wisdom Spots

Transparency is not for wimps. Leaders rarely intend to deceive. Defoliation, miscommunication, and fifty-fifty deception just happen through neglect. Hither's how:

Communication Bullheaded Spots to Remove

Blind Spot #1: Equating Information With Advice

Leaders often seem puzzled when an internal survey finds that an alarming number of employees feel that the "executive leadership squad" doesn't communicate with them. In discussions with leaders, I hear them say things similar this:

We put major announcements on the intranet. We have quarterly all-hands meetings. Nosotros have a system where employees can ship us suggestions. Our managers have weekly staff meetings. We have internal newsletters. I have no idea what the "no advice" comments mean!

But when interviewing employees near the lack of leadership communication, they talk most human being connexion. Feeling that their ideas are heard. Having opportunity to ask questions. Hearing and understanding the reasoning behind major decisions. Having visions, goals, and deliverables translated specifically for their department. Hearing specific job expectations and getting prompt personal feedback on their performance.

Big difference in definitions.

Bullheaded Spot #2: Communicating the Attitude of Superior Wisdom

Leaders who agree positions of authorisation may do so for any number of reasons: Technical competence. Project direction skills. Personal relationships with those who hire and promote. Industry knowledge and celebrity status. Nifty "people skills" or political skills. Fifty-fifty excellent communication skills.

But none of these competencies or reasons translates to superior wisdom in all circumstances well-nigh all decisions. Nevertheless some leaders communicate as if they know best—always. They reject to hear opposing views. They dismiss approaches they personally do not accept feel with. They fail to give serious consideration to warnings or even answer questions raised about their decisions or the deportment they programme to take.

Bullheaded Spot #3: Communicating a "Winning" Civilisation

To create a high-achieving team, some leaders focus most exclusively on a "winning" team, a "successful mission," and a "project delivered on time, within budget." While everyone champions results and success, creating a culture of "winning at all costs" may lead a squad to focus on the principle that "winning" is the goal.

That cultural climate rapidly devolves into winning by any means—bullying, cutting-throat, illegal.

Bullheaded Spot #iv: Addressing "Cookie-Cutter" Values

Another blind spot for leaders: Communicating every bit if anybody thinks as they do, feels as they do, reacts as they do, and values what they exercise. Based on that assumption, their recognition programs and awards show very little diversity and tend to motivate only i chemical element of the employee population—those who respond in the same way they do.

When these leaders explain their reasoning behind decisions, their explanations tend to satisfy just one group of employees—those who think similar they do.

When these leaders promote workers, their selections favor those who manage and pb simply similar they do.

Blind Spot #5: Cartoon From Your Legacy

To salve fourth dimension in their hectic, loftier-pressure schedule, some leaders cull to focus their fourth dimension on real challenges and short-circuit their thinking on problems they've already solved in the past.

So their offset filter, as challenge afterwards challenge hits them each day, is: "Has this been solved before?" The first supposition: Aye. So, they quickly catch the tried-and-true solution and motility on.

The blind spot: Assuming too many challenges can exist handled with the aforementioned "been in that location, done that" method. Legacy solutions work well and leave fourth dimension for bigger challenges—except for when they no longer fit the current problem.

How to Remove the Advice Blinders

Accept the fact—at gut level, not simply "in theory"—that no leader has infallible wisdom.
Communicate to your squad that you wait feedback on your ideas, approaches, and decisions.
Recognize openly those employees and peers who give helpful feedback.
Participate periodically in 360-degree assessments regarding your leadership communication manner.
Environment yourself with a sounding board of advisors—those who exercise not study to y'all and whose paycheck you lot do not sign—to provide feedback on your leadership advice style as it relates to major decisions and actions.

Communicating—with your metaphorical eyes open to meet by the blind spots—takes courageous leadership.

Learn more ways to eliminate blind spots in your communication with Communicate Like a Leader: Connecting Strategically to Charabanc, Inspire and Become Things Done. Download an extract past clicking hither or on the image below.

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