When you say something with confidence but are met with silence from your team, what do you do? Do you pause, then move on? As a leader, there’s a good chance you’ve surrounded yourself with talented people, but if you’re not listening to them, you’re not doing yourself any favors. And sometimes, silence speaks volumes.
Hear me out. A know-it-all isn’t anyone’s idea of fun. We all know people who thrive on hearing their own voice and making their own decisions, the ones who never allow for others’ input. But we also know that they don’t make the most successful leaders. The greatest leaders surround themselves with other viewpoints and truly listen to them. And that means opening their ears.
British entrepreneur Richard Branson recently wrote that, when he’s met with silence, he usually replies, “I can tell by the fact you haven’t responded that you see it differently. What do you think?”
Great leaders know that silence can mean disagreement, or even discomfort, but they are comfortable with inviting dissent, seeing it as an opportunity to learn and grow. This can be especially helpful in the fast-paced, constantly evolving banking industry.
Nip the D-words (disagreement, discomfort and dissent) in the bud by inviting a fourth: dialogue. Turn quiet moments into active discussions, and make a point of asking those team members who are often the quietest. Some may be hesitant to share their thoughts unless prompted to, and your invitation indicates to the team that all opinions are of value, not just those of the most vocal members. That inclusion creates psychological safety and makes everyone feel more invested in the success of the team.
How do you effectively approach the possibility of dissent? Here are some conversation starters.
- “Sometimes the best ideas come from those who have been listening closely. What’s on your mind?”
- “I’d love to hear from voices that we haven’t heard from yet. Your perspective could add something important.”
- “I don’t expect agreement across the board. Differing views help us solve problems more effectively. What do you think?”
- “Your input matters, even if it’s a differing perspective. It can help shape our next step(s).”
- “Let’s challenge this thinking, maybe poke holes in it. Is there something we’re missing?”
Even if you’re confident in your opinions, differing views might be exactly what you need to expose your own blind spots and avoid making flawed decisions. Humility, even if it seems counterintuitive, is a great quality in a leader. Dissent enriches discussions and encourages innovation. The outcomes from your discussion will most likely be better if you take multiple perspectives into account.