Want to be an inspiring leader? Research shows that a key element of becoming an inspiring, charismatic leader is making it a habit of soliciting ideas, opinions, and suggestions from those who work with you. In the largest study ever undertaken into what makes some leaders particularly inspiring (400,000 employees rated their 40,000 managers on their ability to inspire), we found that formally polling people for their input on a regular basis was one of the most impactful habits a leader can build.
Here’s how to do it:
Most leaders make the mistake of assuming that they understand what’s going on in the minds of their employees. Don’t assume. You don’t know what your people are thinking! Make it a point to solicit feedback from all of your people on a regular basis, in both one-on- one encounters and in group meetings.
Here are some key points in seeking input from your people:
• Create a new habit
Regularly put each of your people in a situation where they have to contribute and they’ll come up with input you never expected. When they do so you make them feel bright and valuable –instantly raising your own leadership skills, whilst at the same time getting valuable input that will make everyone’s life easier.
• Involve everyone
Some people have no problem providing feedback in your everyday meetings and in other public forums—but some will shy away from this. Make it a point to seek input from those who hold back in group meetings. Most people who hold back do so because of a lack of confidence. Build their confidence by calling on their input every so often in group sessions —“What’s your take on this David?” or “How would you do this, Marie?”
• Get them one-on-one
If you still find it difficult to get them to contribute in such forums, then get time with them one-on-one and solicit their ideas. Making another person feel valuable is one of the most charismatic acts of an effective leader, and a critical way of doing so is simply to ask for their input and suggestions. In every conversation, make it a point to ensure that you have taken ideas, opinions, and suggestions from every party to the conversation before you make any decision or determination.
• Follow through
If the first time that you receive feedback, you simply nod sagely at the suggestions, and then proceed to do nothing whatsoever to follow up, it will be the last time you’ll get valuable feedback. The feedback loop may remain open, and effective leaders know to close the loop by taking action. By acting on feedback, you applaud the contributor and encourage more feedback.
• Feedback
Even if—having considered someone’s contributions— you must later come back and explain why their feedback did not result in the action they’d have liked, it is vastly preferable than simply ignoring input you do not like. Now, stop and think: how do you feel when someone you respect, especially someone in authority, looks for your input on a key topic? Pretty good, huh?
Develop a habit of doing this with your team, and watch how you become a much more inspiring leader and how
your impact on your people rises dramatically.
Contact Marcus for more leader and talent management solutions.
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