- People get lazy and expect that the boss will do the heavy mental lifting, and this results in day-long interruptions to your focus and a drain on your mental energy.
- The boss (you) ends up doing everybody’s job for them, and that leaves insufficient time (and brain fuel) to do the heavy mental lifting for your own job (ie, ‘I don’t have time for the strategic thinking I should be doing!). You end up with everybody’s monkey on your back.
- And then when it all turns to pooh, whose fault is it – the boss (you again). ‘John told me to do that!’
- Any time someone asks you ‘Can I … ‘ or ‘Should I …’ you should respond with ‘what do you think?’
- Notice when the answers are coming too quickly from you. That could mean that others are relying on your expertise to much to solve their problems. Even as a leader you don’t need to be doing everybody’s thinking for them. Encourage others to think for themselves a bit more and build their own expertise.
- Ask more questions, and then shut up and let people think. The average elapsed time between when we ask a question, then answer it is 7 seconds.
It’s interesting that one of the most consistent comments I get at the end of my Rewired Conversations program is ‘I didn’t realise what a bad listener I was!’ Our perceptions of what constitutes a good listener have changed over time. Consider this gem from the 1980’s… Listening Skills… 1. Sit up 2. Look interested 3. Lean forward 4. Listen 5. Act interested 6. Nod your head to show that you are tuned in 7. Track the speaker with your eyes (Source unknown) These ideas are focused on what you do, and what you are seen to be doing – sadly with no mention of the purpose or process of actual listening. I would call this…listening without substance! Great listening, or listening WITH substance is focused on who you are in a conversation and how you are showing up. You can show up as a Consultant to the thinking of others, or you can show up as a Facilitator of great thinking for all. Let me explain the difference… When you show up as a Consultant, you show up with the purpose of being the expert in the conversation or meeting. You have content expertise, or a leadership responsibility that brings status and responsibility and feel compelled to bring that into the conversation, or you have experience or insight into the situation at hand that could be helpful. That’s fine, but the risk of showing up with a Consultant mindset is that you might listen for: • The problem you know how to solve (which may not be the problem they need to solve) • Opportunities to share your expertise or experience (when that may not help the situation) • The information that supports your thinking on the matter (to make you feel useful and valued) • Information that you want to know or that might be useful for you (to benefit your KPI’s or desired outcomes) The Consultant mindset is normal for us because it satisfies a number of our motivational needs. Our need for Status (a feeling of being valued and respected); and our need for Predictability and Control (when we are in control of the situation, we feel secure). The dopamine hit we get when we contribute or solve a problem for others is addictive, but not always useful. On the downside, our tendency to make assumptions and to want to jump straight into the satisfaction of solution mode mean that we miss discovering the real issues that need to be addressed. Mostly, we talk a lot and waste a lot of time. When you show up as a Facilitator, you show up with the purpose of skilfully enabling great thinking – both yours and others. My definition of a powerful conversation is one where… “Everybody leaves the conversation with different thinking than when they came!” This requires a different level of listening. As the Facilitator, your focus and expertise is on the quality of thinking you and others are engaging in. Your energy is focused on what is going on with others in the conversation, not just what is being said. You might listen for: • Emotion and energy (where does the truth and the real issues lie) • Patterns in language (is there an unseen pattern that needs to be highlighted for greater clarity) • Choice of words and focus (is there a repeated word, or theme, or a tendency for negative over positive that tells a story) • Ways to help the thinking (what curious questions need to be asked to help clarity) • What others need to be fully focused and present in the conversation (is the conversation going off on tangents) When you show up as a Consultant, it’s all about you and your needs. When you show up as a Facilitator of Thinking, it’s all about others and the greater outcome. The thing is, leaders have KPI’s, targets and desired outcomes to meet, and the reality is that in order to achieve those, they need to mobilise their teams and colleagues. And in order to make it work for you as a leader, you need it to work for them. And you need to listen in a different way if you are to have any chance of figuring out what ‘working for them’ looks like. Test yourself today on whether you are showing up as a Consultant, or a Facilitator of Thinking. Would love to hear your thoughts… If you would love to delve much deeper into the idea of listening, I can highly recommend the latest book from my friend and colleague, Oscar Trimboli – ‘Deep Listening’. You can access it on Amazon here… or from Oscar’s website.
As I have become older, and busier, and more distracted in my work and home life, my capacity for making decisions has felt really challenged, and from my conversations with colleagues, it seems I am not alone in that challenge. There are a number of things that can get in the way of making decisions.
I often say to my clients…’people don’t tell the truth and they don’t know what they want’. This is not intentional, but our natural cognitive bias and subjectivity get in the way. We are not good at challenging and stretching our thinking (which is why having a great coach is invaluable) so what we think we want and have articulated is often not quite right and there is a need to reflect deeper.
Another of our human challenges is our relative incapacity to manage complex and conflicting data, or simply volume of information inside our heads. When it gets too much, it’s overwhelming and the brain interprets this as threatening and pulls back it’s thinking in favour of protection.
Thirdly, our need to be ‘accepted’ is one of our strongest human motivational drivers, and the risk of making the wrong decision, or a decision that might negatively impact the favourable perceptions of others toward you, even if that risk is very low or indeed if the decision is necessary, will evoke an avoidance response and procrastination will ensue.
Here are three ideas you might like to consider in order to improve your decisiveness.
Figure Out What You Really Want
This is actually quite a tough one to do on your own, but take some time to reflect on the real outcome you are looking for. It may be useful to ask these questions of yourself:
- What are my big picture goals that relate to this, and to my life/career/role? Can I articulate them in one or two sentences?
- Is there a specific dilemma that is causing the need for this decision? Can I articulate it in one or two sentences?
- How do I feel about this issue and how do I want to be feeling around it?
- If resources were endless and there were no risks, would the decision be easier? If so, what are those risks and resource constraints and are they fixed or can they be managed?
- Is my gut/intuition telling me something that I’m not listening to?
- So, in one sentence, what is the specific decision I am needing to now make?
Investigate All The Options
Make a long list of options and alternatives. Consider including the options of doing nothing, going with your gut, and also the not so palatable ones like making the unpopular decision. Your first options will be the obvious ones…then ask yourself the following questions…
- What else could I do?
- What else could others do?
- What would Richard Branson do?
- What would X (important person you respect and admire) do?
Kill Off Choice
We live in a sophisticated, privileged and complex world with many, many options and choices. It’s overwhelming.
The latin word for decision literally means ‘to cut off’…or ‘to kill off’. Think about other words with that etymology…pesticide, suicide, genocide, insecticide…and fungicide (yes, that’s a word!).
Cutting off choices sounds severe, but is not liberating, it’s limiting. Making a decision frees you from the shackles of endless choices so that you can get where you want to go.
First list your options then connect back with your desired outcomes and bigger picture goals, and try to reduce the options to a maximum of 3…or less.
Hypothesise and Experiment
Your brain is not designed for, nor good at, absolutes. Your thinking comes from networks that are constantly active across all areas of your brain – an electrical storm of firing and connecting. The concept of stop, start and continue is more difficult than you think, the stop and start bit in particular. It’s a bit like when you don’t feel like going to a party or an event – it’s a real effort to go and would be much easier to just sit at home and watch TV, i.e., hard to get started. However, often, when you do make the effort you have a great time and then don’t want to come home – i.e. hard to stop!
Your brain loves to stay in it’s comfort zone because that is both non-threatening, and therefore energy efficient, both of which are of vital importance to your brain.
One way to overcome this is to adopt an experimental mindset – like a hypothesis. After gaining clarity, investigating the options, killing off choice, and connecting the most useful option to the desired outcome, you can then articulate the experiment that you (and possibly your team) are about to enter into.
“I have decided that we should ….my thinking behind that decision is …..l expect the outcome to be….but let’s treat it like an experiment and review it in two weeks to see if it has been the right decision”.
Pressure off…brain happy…you can move on to the next decision knowing that it’s not an absolute and reducing the risk of failure and humiliation.