Listen or Lose

You’re in a meeting with your team, discussing the next big project. One of your team members starts to propose a few tweaks to the plan.

“Just do it how it’s documented,” you say, cutting them off. “We don’t have time for that.”

The meeting continues, and more questions come up. “Look,” you say. “I get you all have questions but deadlines are super tight on this project. I need you all to commit to this plan and execute exactly how it’s outlined.”

There’s a few grumbles but everybody moves on as you’ve asked.

Initially things are great. Your team is executing. Things are getting done.

Over the next few weeks though, you notice a change. Your team keeps following your directions to the letter, but nothing more. They do exactly what you ask; nothing less, but definitely nothing more.

Nobody even brings up any problems to you. “This is great!” you think. “I’m not hearing any problems so this is going better than I expected!”

Your strongest team member suddenly quits. “It’s not a surprise, they’re the best so someone clearly saw that and poached them.”

Another team member asks to move to a new project. “Eh, this is fine, I get the pressure isn’t for everyone here.”

Fast forward a bit, and the project is completely off course. Deadlines are slipping, and quality is suffering. Your team is doing EXACTLY what you say, but nothing is improving. There’s no problem-solving, no anticipation of issues, no proactive thinking. Every task requires your explicit direction, and if you miss something, it simply doesn’t get done. You’re bombarded with constant questions and endless clarifications. Chaos ensues, and you’re left wondering why your team isn’t using their judgment or thinking for themselves.

Why can’t they do their jobs like they’re supposed to?

The project is a complete failure. The team is in shambles, and they’re all looking to you for guidance. Your boss is grilling you how things could have gone this bad and now you’re having to explain what you’re going to do to get it back on course.

You snap back to the present. The team member is still talking, laying out their concerns and suggestions. You realize you have a choice. Instead of dismissing them, you decide to listen. Really listen.

“I like where you’re going, let’s hear more.” You say.