The Amazonian leader, Jeff Bezos, suggests that leaders should set up a culture where the most junior person can overrule the most senior person, provided they have the data to do so. I whole-heartedly agree!
To encourage this culture, he always speaks last in meetings because it makes sure that others will share their ideas more freely. He reckons that, if he speaks first, even the most intelligent, strong-willed individuals will doubt themselves and their views.
‘If Jeff thinks that, maybe I’m wrong’
If only it were that simple!
It’d be great if the most senior leader speaking last meant that everyone else would speak up with openness and honesty. But it’s way more complex than this.
If the culture’s right, it won’t much matter when the most senior person speaks because people will free to challenge and share different views anyway.
But, if the culture isn’t right, the most senior leader waiting to go last will simply mean that everyone else spends their time hoping they’re saying the right thing. They’ll then feel frustrated when the senior leader finally speaks and everyone immediately aligns with their views. I’m sure you’ve been there.
If you’re in doubt, I’d recommend that leaders speak first in meetings. Then open up the debate from there. If you’ve got a culture where people speak freely and feel free to challenge, they’ll still go ahead and do that.
And if you’ve got a culture where people find it difficult to do this, you’ve given them context within which to set out their counter-argument, so it’s easier for them to speak.
They can also decide to play it safe and avoid disagreeing because they know that you don’t really want them to challenge you.
Speaking truth to power
I haven’t come across a single organisation that wants to promote a culture of hidden agendas and secrets, have you? Of course not. Every organisation claims to want a culture of openness and transparency, but doesn’t realise just how much conscious effort goes in to creating this.
That’s because, as the saying goes: ‘No one speaks truth to power.’ To be fair, I don’t entirely agree with this – I’d revise it to ‘It’s not easy to speak truth to power – and so most don’t.’
If you want the people you lead to speak truth to power (and remember – you’re the power here!), you have to consciously make it easy for them to do so. Waiting to speak last in meetings is not the route to success!
5 steps that will bring results
Here are five steps that will bring better results — provided you apply them consistently!
(1) Don’t undermine anyone in public – actually, don’t undermine anyone full stop – but definitely not in public. If there’s even the slightest risk that you will, people will hold back.
(2) If you do inadvertently undermine someone in public, you might get away with it once – but not twice. And only if you apologise in public too.
(3) When someone shares ideas, take time to ask genuine questions to explore these and understand their perspective so that they feel it’s worth speaking up next time.
(4) If you disagree with someone’s view, be sure you give a clear rationale for this, but only after you’ve taken time to truly understand their perspective first! And also, only after you’ve really tried to find a reason to adopt their suggestion.
(5) When you share your ideas, if someone pushes back or challenges them, avoid becoming defensive – no matter how clumsily they’ve made that challenge. The slightest pushback from you will lead to people closing down again.
Remember, you’re the power here!
These five steps take practise but they will deliver results because you’re creating an environment where it’s safe and easy to speak truth to power – i.e. to you, the leader!
And finally, Jeff, I heard your views and still dared to disagree! Hope you haven’t heard me though!!
Have a great week and always remember, life will be easier if you observe yourself and others with interest and learning, not with criticism and judgement.
If you want to listen to what Jeff had to say, click here.