You Work too Hard When You Close Minds
Disengagement begins in the mind.
Leaders who close minds defeat themselves.
7 Ways Leaders Close Minds:
- Explaining facts. Information apart from seeking input causes disengagement.
- Convincing others your idea is right. Advocate but don’t bulldoze.
- Repeating the same thing. Consistently talk about purpose. Focus on purpose more than tasks. Who are you serving? What are you trying to accomplish beyond delivering a result?
- Telling others their idea is wrong. Dismissive leaders drain people. People learn to nod their heads when you disregard suggestions.
- Raising your voice. Don’t treat conversations like presentations.
- Delegating tasks. People rise to responsibility when they have authority. Task lists are burdens; responsibilities are opportunities.
- Ignoring contributions. Work that goes unnoticed feels unvalued. Cheer effort and energy as well as results. You won’t celebrate much if you wait for the end of the race.
5 Ways Leaders Open Minds:
A leader with a closed mind has a disengaged team.
Openness impacts engagement. A closed mind knows. Leaders with closed minds resist new ideas, interrupt, reject feedback, and dismiss alternative perspectives.
Confidence opens; fear closes. Practice openness even when you’re convinced you know. “Those who think they know, don’t.” Edward de Bono
Consider Nicolas Chamfort’s idea, “What I learned, I no longer know. What little I still know, I have guessed.”
- Be wrong even when you think you’re right. Humility knows there’s more to know.
- Listen quietly. Take notes.
- Say the magic words, “Tell me more.”
- Explore input by asking, “How did you come to this idea?”
- Embrace uncertainty with confidence. “I’m not sure, but I believe we can figure this out.”
How do leaders close minds?
How do leaders open minds?
Still curious:
The 10 Best Ways to Spot a Close-Minded Leader
16 Simple Ways You Can Lead Engaging Meetings
How to Be Open-Minded and Why It Matters
