Leadership isn’t about knowing the right answer. At least it isn’t anymore. Work has evolved and so should your leadership style. Leaders are no longer expected to know it all. Instead, we look to see if a leader is open to learning.
I subscribe to the adage that knowing is the enemy of learning. If you are so sure you’re right, you have nothing left to learn. When you no longer feel the need to learn, everyone suffers. Leadership is about learning how to listen to other perspectives, ideas and input. Leaders come to decisions with collaboration and feedback, not coercion and fear.
I recently had the opportunity to take part in a day of advocacy. Nearly 100 HR professionals Visited California State Representatives to discuss pending legislation that directly affects HR professionals across the state. We were able to state our case, explain why we thought some of the bills were overreaching or unclear and provide feedback on the impracticality in some of the areas. Participating in this process reminded me that politicians are supposed to be leaders and they are supposed to listen to feedback from their constituents.
Now contrast that with Cory Booker who less than a month ago, spoke for more than 25 hours on the Senate floor. When asked why he did it, he stated he wanted to “disrupt the normal business of the United States Senate.”
In light of the current political climate, and considering that I am all about disrupting status quo, you would think I would get behind this reasoning. And I would, normally. However, less than 48 hours later, he voted against restricting U.S. arms sales to Israel. Whether you agree with his vote or not, that sounds like business as usual to me.
Lead With Inclusion / Be An Inclusive Leader
I wonder who Corey Booker is listening to. Whose feedback and input is he taking into account? If he were listening to feedback or at least considering avenues of gathering input, he could have used those 25+ hours to address the concerns people have as it relates to practical matters that affect us all. His speech reminds me of another quote that I frequently recite to business leaders: Your actions speak so loudly, I cannot hear what you're saying.
The ability to listen with an open mind to difficult feedback is critical to creating an inclusive, equitable workplace and normally, I have a tip or a tool or a suggestion, but I'm going to take a page out of my own book and collaborate with everyone. I don't have to have the right answer. Instead, we can learn together.
What are you doing in your workplace that is working? Who are you listening to? Who is being left out of the conversation? How comfortable do you feel receiving unpleasant feedback?
Let's take this next week to reflect . . . I look forward to reading what you all have to say.
About Stacey Gordon:
Stacey Gordon is a Bias Disrupter and an unapologetic evangelist for inclusion. As the Founder of Rework Work, she anchors action using change management principles while facilitating mindset shifts. She is a global keynote speaker, Top Voice on LinkedIn and a popular LinkedIn Learning [IN]structor with nearly two million unique learners enjoying her courses.
Want to work with Stacey live? Consider booking her for your next keynote, leadership development meeting or consulting engagement.