Celebrating the 7th Anniversary of LeadingWithQuestions.com

To mark the 7th Anniversary of LeadingWithQuestions.com we are releasing my new free eBook “Now That’s a Great Question!” You can request your free download by clicking “HERE!”

As part of our 7th Anniversary Celebration this week we are sharing 5 excerpts – one each day – from “Now That’s a Great Question” – Today sharing:

What is the difference in the two Decision Making Processes above? Don’t they both ask for staff input?

Is When you ask staff for input in the Decision Making Process just as important as What you ask?

Which process do you think will have the best chance of succeeding?

Joel Manby, former President and CEO of Sea World, in his bestselling book, Love Works, shares this insightful story:

I have interviewed hundreds of people in my thirty-plus years in business, and I have seen almost every situation imaginable. However, over lunch with Gene, who was being interviewed for a senior leadership position at Herschend Family Entertainment (where Joel previously served as President & CEO), I saw something new.

Our lunch was going very well. He was working for a larger competitor, and he clearly knew his field of expertise. Not only that, but he seemed to like our direction, growth strategy, and culture. As we talked, however, I couldn’t understand why Gene was interested in joining the HFE team. He already had a great job that paid very well, and joining us would probably require a pay cut and moving his family.

“Gene, you don’t need to sell me any more on your capabilities,” I said. “It’s clear you have the skills and the drive that we need. But why do you want to leave the company you’re with?”

He looked at me, and tears welled up in his eyes. With his voice quivering, he said, “They cut one-third of my team in a mass layoff.” And after a long pause, he continued slowly, “And they didn’t even ask my opinion. They didn’t trust me enough to ask me.” Then he was silent.  He could no longer speak without crying.

He could Gene’s leaders lost his trust because they made a major decision without his input. He was willing to leave his company because of a lack of trust. One of the best ways a leader can demonstrate trust and respect is to listen to and involve team members in the decisions that affect them.

The best decisions are always made with, not for, and showing that kind of trust is a true attribute of leading with love.

Have you ever followed Decision Making Process A, only to discover that when you asked the staff affected if they had any questions, you were quickly confronted with a bunch of information that would have caused you to make a different decision?

I have been there! Done that! And suffered the consequences! How I wish I had known about Decision Making Process B! The leader who thinks he/she has all the answers quits asking questions! Big Mistake!

The wise leader who uses Decision Making Process B will benefit in three ways:

  1. Better Decisions — Asking staff who will be directly affected gives leaders additional information that they may not receive in any other way!
  2. Staff Support of the decision — Here is something very interesting: did you know that if staff are asked for their input prior to the making of a decision that will affect their work/lives, they will actually support a final decision—even if it is not the one they recommended? Just being asked for their input
    prior to the making of the decision makes staff feel valued/appreciated/trusted/heard. And when they know their thoughts and feelings have been considered prior to the making of the decision, they are almost always willing to support the final decision, even when it was not their first choice.
  3. Time Saved—having to manage the fall-out of affected staff not being asked for their input prior to the making of the decision.

You have just read the “Chapter 9” from “Now That’s a Great Question.”  You can request your free download of the entire book to read the other 29 Chapters by clicking “HERE!”

If there was something you could do to increase the Leadership Effectiveness of all those in the shadow of your influence both at work and at home would you do it?

If so, then today is their lucky day!

You are invited to join the “Now That’s a Great Question Launch Team!”  As a “Launch Team Member” you will receive “Shareable Copy” that you can post and email that positions the opportunity to download the “Now That’s a Great Question” eBook as a gift from you.

It’s a Win/Win!

Your Friends Will Win by increasing their leadership effectiveness x 10 both at work and at home as they move from leading by telling to leading with questions!

You Win!  Because it’s coming from you – you will be the one they will be thanking for gifting them with this great new resource,  helping them grow as leaders at work and at home!  And you will be the beneficiary of a deepening relationship with all those in the shadow of your influence!

Please click “HERE” to join the “Launch Team!”  Then be looking for our emails with your shareable social media and email copy that you will be able to simply “Copy – Paste – Post/Email.”

Special Bonus:  in appreciation of all “Launch Team Members” who commit to sharing on social media and to emailing a minimum of 200 of their colleagues/friends/clients/prospects we will send you the printed version of “Now That’s a Great Question.”  The printed version is not available for sale – only for “Launch Team Members!”  (Offer to send the printed version is available for U.S.A.

Bob Tiede

ABOUT THE AUTHOR

Bob has been on the staff of Cru for 47 years. He currently serves on the U.S. Leadership Development Team and is passionate about seeing leaders grow and multiply their effectiveness. Bob and his wife, Sherry, live in Plano, TX and are blessed with 4 incredible children and 6 remarkable grandchildren.

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