Leaders should listen to ideas, know when to let go of a bad one
Some valuable lessons can be learned from the popular TV show “The Apprentice”, below is a snippit first printed in the Seattle PI and adapted by Jacob Madison.
Valuable business lessons for team leaders and managers:
Know when to let it go.
Whether someone’s ideas were good or bad isn’t the issue. As a team member, you need to know when to quit pushing, let it go and move on.
Listen well.
Ever hear a leader criticized for listening too much? This is a critical leadership skill, and too many leaders forget it. We get focused on getting out our agenda and ideas without considering what others might have to offer. When you listen, you make better decisions because you gain insight and understanding. When you listen, you show respect and earn trust.
Team spirit.
Allow members to rally their team with group hugs, high-fives, cheers and vision of going “from outhouse to penthouse.” This will lead to teams clearly having fun, which translates to customers at the point of sale. We all want to catch the spirit — it’s contagious!
Not understanding your impact.
A common problem for many fired employment candidates is their failure to understand how their team is viewing them. Some (ruthlessly) pound away at someone’s idea. Successful business people know how to present their case and read their audience. Be aware of team members who seem oblivious that their team views them as abrasive.
As a leader, you simply can’t afford this kind of blind spot. Ask others how you are perceived and make it your mission to seek feedback.
Getting the best idea from the team.
Be open and facilitate a brainstorming session to capture creative team ideas around the three Ps (product, placement and promotion). This leads to evaluated options for the product, the name and marketing ideas. If you are a project manager, it’s your job to “facilitate” getting, prioritizing and executing the best ideas from your team.
How do you handle someone who won’t let it go?
Try a different tactic and set expectations/ boundaries. One option: Let a team member pitch her idea to the team (allowing her to be heard and considered) and let the team decide (get the team member to agree in advance that if team members didn’t support her idea, she may need to let it go).
Strategic versus tactical decisions.
Many teams spend too much valuable time on the product name. This task wasn’t going to be won on a name. What mattered was selling and marketing a product that customers found appealing. Effective leaders understand that a vital part of their responsibility is to ensure that the team’s time and energy are spent on critical, strategic project elements (and to help avoid getting bogged down by the small stuff).
New blood.
If possible, choose team members who will bring structure and a calming balance to a boisterous team. The best teams are a mix of talents and personalities.
Confidence in your decision.
Even if you make a tough (and risky) decision, stick to it. This builds confidence and trust in your leadership abilities and may win the task.
By Jacob Madison; adapted from Maureen Moriarty, a professionally accredited executive coach, organizational development consultant and leadership development corporate trainer. She is the founder of Pathways to Change and offers leadership development courses and coaching to local companies and individuals. Web site: pathtochange.com. She can be reached at 425-837-9297.