The value of perspectives.
Here is one quote, one question and one idea to contemplate.
“The greatest compliment that was ever paid me was when someone asked me what I thought and attended to my answer.”
- Henry David Thoreau
How could you invite someone’s perspective today?
As leaders, we can sometimes fall into the trap of presuming we know what our team members think or feel about a project or circumstance. Time pressures and workloads can cause us to rely on our past experiences with them, mental shortcuts and cognitive biases so we can keep things moving along. But in doing so, we could be missing out on valuable insights, potential risks and, importantly, the opportunity to help our employees feel understood.
Imagine for a moment that you're an employee with an idea about a different approach or a concern about a project you are working on. You muster up the courage to approach your manager, only to be met with a barrage of “what if’s” or quick fixes that don't address the heart of the matter. How would you feel? Frustrated? Misunderstood? Disengaged? Now flip the script. Picture a leader who actively seeks out your perspective, asking questions and showing interest in your thoughts and feelings about the approach or concern. The difference is palpable. The difference is in feeling valued.
When we invite someone to share their perspective, we're not just collecting data. We're sending a loud and clear message: "You matter. Your thoughts are valuable to me and to this organization." This simple act can transform our working relationships and workplace, fostering an environment where people feel understood.
So, what kind of questions could we be asking to get the ball rolling? Ones that encourage detailed responses, reflection and critical thinking. Something like:
"I'm all ears. Can you walk me through your thought process?"
"How do you see this fitting with or different from what we've done so far or before?"
"What opportunities are you seeing that I might be missing?"
“What challenges might there be?”
Feeling valued is a key contributor to feeling understood. While we often link feeling valued to recognition like shout-outs or awards, a big chunk of it comes from knowing our presence and input regularly make a difference. One of the best ways to do this is to practice getting and considering others’ perspectives. When this happens, we're not only gathering valuable insights but also building stronger, more engaged teams.
I invite you to make a practice of asking, listening, and fostering understanding. After all, isn't that the kind of leader we'd all want to work for?
Until next time,
Maria
P.S. If this has been helpful, then feel free to pass it along to someone else who might enjoy it too.
‘UNDERSTOOD: The Greatest Human Need and the Key to Engagement’ will be out soon!
Get advanced notice by clicking the button below.
AVAILABLE NOW!
MARIA’S 2025 WORKSHOPS
Foster greater understanding and workplace engagement through this series of new workshops. Learn more about them by clicking on the titles below:
If you’d like to get one or more of these in your team or Board’s calendar, let’s connect.
WOULD YOU LIKE TO EXPLORE…
why we struggle to understand others
the roots and impacts of misunderstanding
the art of understanding others
strategies to foster understanding and advance engagement
Sign up below to have the UNDERSTOOD video mini-series sent directly to your inbox.
READY FOR 2025?
Let’s talk about how I can help you elevate engagement and drive organizational performance, so that you can move beyond chasing engagement metrics and start leading them!