Please Review

“Can you read over this and see if it sounds OK?” It was a simple request about a short email. No problem, right? I’m an author. I take pride in my ability to communicate in writing. Of course, that means that I almost always think that I can find an even better, clearer way to say something. And that’s where the simple request becomes a little more complex. Just because I think that there might be a better way to say something, it doesn’t mean that I should offer my suggestion. Why not? It might be better for the message to be in the individual’s own words. It might be discouraging if I offer an alternative (even though they asked for it). It might be that I need to break a bad habit of over-correcting. Does this dilemma ring true for your leadership? Not just about input on a written document, but about anything that is being done by someone that works for you or with you. Because you are respected, they may ask for your advice frequently. Because of your position, you can almost always interject your opinions. But that doesn’t mean that you should. Wise leaders know when to stay silent. They know that their restraint can be an important developmental tool. They also know that asking questions can be more effective than offering feedback as a way to help someone develop through self-discovery. Those wise leaders also know that teaching and allowing others to work independently leverages a precious organizational resource – the leader’s own time. Every time that you refrain from rewriting a document or diving into the smallest details of a major initiative, you create extra time that you can spend on other priorities that are probably more important. Think about that the next time that someone asks for your input. It’s easy to receive my blogs by email. Just sign-up on Feedburner by clicking here.]]>