You never listen! Why ignoring your team in Decision Making could land you in trouble…

Decision Making

Are ignoring others when decision making?

Not Listening When decision making?

Have you ever felt that your boss didn’t listen to you, or has your team ever accused you of not listening to them in decision making?

Research now demonstrates that this indeed can be the case (see http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1903943)  and that there are several significant factors as to why leaders may not listen:

  • Increased power
  • Overconfidence
  • Repeating what worked in the past

The research showed that the more power a manager had the less likely they were to take advice from others. Probably part of what got them promoted in the first place is the fact that they were decisive and got things done, right? The whole team wasn’t promoted after all, they were.

Decision Making Overconfidence Led to Poor Results

However this experience could lead to them becoming overconfident about their decision making. The researchers found that even when making decisions in area where they had little or no expertise, some leaders would go ahead anyway because they overestimated the value of their general decision-making experience.

The study showed this often generated poor and inaccurate results compared to the leaders and managers who consulted others.

What is the impact of all this? Firstly, not listening to and taking advice from your team is likely to land you in trouble because you probably won’t achieve the same level of outcomes.

Secondly, how engaged is your team likely to be implementing decisions that they had no input in? Not very! Trust me that will impact on how your decision making and strategies are implemented.

Learn to Be Vulnerable

From a Talent Dynamics perspective, different profiles can really add value especially when it comes to more complex decisions and strategies.

A big problem in leaders looking to make decisions on their own is that they’re not benefiting from other’s different perspectives, let alone specific expertise that they may lack.

A key lesson for all is that many of the best leaders like to surround themselves with people who will challenge them and sometimes even change their mind. They don’t see this as a weakness. They know that power doesn’t really come from being a know-all. It comes from getting the best results. As we say at Talent Dynamics:

It’s not about being right, it’s about getting it right!”

For instance:

  • An Accumulator can add great insight to a Creator about what could go wrong on a project.
  • A Star can help a Mechanic to engage others regarding their new and improved systems.
  • A Trader can help a Star to launch that new product at the right time and right price.
  • A Lord can help improve cash flow to provide the resources for further growth. (In fact, one of our Performance Consultants capitalised on their Lord team member to recover AUS $100k of outstanding debt in one only one month!)

People have been talking “team” for generations. How many are really living it though in a way that actually creates and accelerates Trust and Flow? And if you are, then you won’t mind asking your team how you could utilise their advice even more…

 

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