Which Voice Wins?
Navigating Towards Better Choices Despite the Noise
Which voice wins?
Example 1: Passionate Defense
We were all sitting around the board room table engaged in discussing the priorities of the organization and if the executive director was on track with the KPIs. We started looking at the data and asking questions because what we had been briefed on did not match what we were reading.
The conversation was calm and supportive, but then one leader began to speak with passion for the mission while frustrated that we did not track performance in the same way she did.
Suddenly, the table was filled with “noise” … subtle jabs … subtle threats … reminders of progress.
Then it happened. Everyone backed down despite the KPIs not being fulfilled.
Have you been at that table … working towards a healthy team striving for success and then defensiveness because of passion takes precedence over ownership and vision?
Example 2: Stressful “Crisis”
The client called on Friday morning frantically asking for deliverables. The lead was overcome by the stress of the client and started saying, “yes, we can take care of that by EOD.” The lead was nervous while the client was stressed. Now the budget was blown on deliverables that were not planned for, contracted, and/or actually needed. In addition to the budget, the team had to work until midnight to deliver the promise by EOD Friday.
You can imagine the “camaraderie” the team had knowing they were working on a project that was generated out of stress and accepted out of reckless accommodation. They completed the project and didn’t hear back from the stressed-out client for two weeks …
Have you been there? So taken over by someone else’s stress that you overlook the irrationality of a request? Instead of being a trusted advisor you let the “noise” wreck the start of a weekend for your team?
Example 3: Angry and Loud
The leader walked in after a long morning of nothing going right. They were out of milk at home, so he couldn’t have his favorite cereal! He got in the car and realized the gas tank was on “E”. The first phone call was a project update that wasn’t positive. You get the picture, “nothing was going right.”
Then, everyone convenes for the team meeting. Sarah is talking about kids’ sports, Bill is updating everyone on fantasy football and Jill is passing out homemade cookies. The leader is fed up at this point and lights everyone up. He takes charge of the meeting, dominates the conversation and pushes bad ideas forward.
The team just sits and listens afraid to speak up even though they know bad decisions are being made and their week of work is going down the drain.
Everyone is trying to help, but not everyone is helpful in the moment.
What situation are you in?
Organizational | Is the problem in your situation organizational? Do you work in a culture where loud voices and passion drive decisions rather than logic and reason?
If this is the issue it’s time to hit reset on your meeting and decision-making culture. Define how you want it to work and roll it out to the team effectively. Need help? Bring in the Insight team and we will help you get to where you need to go.
Peer | Is the problem in your situation personnel? Do you work with a peer who continually speaks up, influences direction and is usually wrong?
Prepare to speak up with questions and/or options and work towards finding a solution that works without accommodating to the loudest voice. If you speak up, others around the table might begin to offer input as well.
Sometimes the loudest voice is just trying to solve the problem, and they can get behind a better solution. (key word – sometimes)
Manager | Is the problem more challenging? Do you work for a leader who makes it very difficult to speak up?
During one-on-one meetings attempt to bring new ideas or solutions to the table and be prepared to answer direct questions. Let the leader know it is challenging to speak up in meetings and ask for advice on how to most effectively speak and offer different ideas.
Sometimes we need to learn to speak up.
Sometimes we need to learn to challenge.
Sometimes we need to lead through and change the culture.
Sometimes we need to lean into the direction we know is right.
Sometimes we need to simply do our jobs.
It’s amazing what can happen when we tune out the wrong noise and tune into the right voices. It’s amazing what can happen when we learn to address the challenge, continue to bring value and not let the “noise” drown out rational wisdom.
