Being Right

One of the things that I find with people that I work with in my coaching practice is their need to beright. It seems more prevalent with managers and leaders, because they feel as though people expect them to have all the answers. They’re the boss, right? So they MUST know everything!

I’d like to suggest that it may work better if you give up on your need to know everything andbe right all the time. There is power in your ability to listen to others, and showing your vulnerability by seeking other’s input. If you show people that you are human just like them, you can develop a much morereal relationship and relate on more open terms.

It’s a great way to motivate someone by listening to what they say, letting them know you agree with them, and promising to take action steps as a result. People will respond by getting excited about the action. They will be motivated to give you more of their perspective, and will feel compelled to give you more feedback. This helps them to know that they are a vital part of the organization.

We spend so much time making people WRONG. What is the reason for this? If they are wrong, then surely we must be RIGHT. What if instead, we spent time talking about what is right about an idea? We can show people that our goal is getting to great ideas, not to make someone’s thought process wrong. How empowering would that be for you and your people?

Remove the right, wrong, good, and bad from your language. Focus on what is missing that, if provided, would improve things. Give validation for good ideas, even if it’s just the start of a good idea. People want to be part of an organization that hears them and acknowledges their contributions.

It is a culture that will be rewarding to all who participate.

Coach Charrise