This looks easy but is very challenging. As leaders, we often know what needs to be done and how to do it. After all, isn't that why we are in the position?
However, when we share our answers and ideas first, we set our teams up to fall prey to "authority bias". Agreeing with us because we are in a position of authority. This sounds like a great idea until you realise that you have a team of people who are (a) different from you and (b) hired to think. So let them! And not only let them, encourage them to think, ideate, contribute, disagree and propose alternatives.
When we have more ideas to work with, the solutions and approaches that get decided on are created out of a mix of thinking, informed by a range of experiences and no doubt better than what you thought of even though you are ridiculously clever, degreed and experienced! 😆 That is the power of diversity. If we don't unleash the power of diversity (different from me), we only have diverse teams to comply with moral, social or political pressure.
And no one wants a seat at a table where they are not valued.
What do you think and how do you leverage diversity in your boardrooms? Leslie Moodley Murray Steyn Mponeng Seshea Paul Smith Barrie Venter Evan Anthony Lockhart-Barker Craig Whittaker Guillaume Smeets
Go maggie Go