Business Evolutionist: Don't ask, or please tell...

May 10, 2006

Don't ask, or please tell...

I posted recently about an email that I thought was great; our team leader asked us what was next for our great team and what we wanted to work on.

Well, assignments have been handed out and I didn't get what I asked for. Okay. The assignment I did get will probably turn out to be very cool, however, it isn't what I asked to do. What makes it odd is that I didn't get any explanation as to why I didn't get to work on what I asked to do. It's glaring problem that everyone acknowledges needs fixed.

From great leadership to a missed opportunity.

My point is this: as a leader, if you're going to open the floor to suggestions - which I think is great leadership - either follow the recommendations that you're given or take the time to explain why you can't or won't or aren't, etc.

Nothing is worse than not knowing. If my ideas are bad, fine. Tell me. I'm an adult (we all are). If the timing is wrong, explain that to me.... but mostly, if you don't trust me enough to have a say in the future direction... DON'T ASK ME!

Posted by Jon Strande at 08:15 AM in Business Evolution | Permalink

Comments

Jon,

You know my old motto: you can't effect vast changes with half-vast techniques. Asking and then giving no feedback makes the act of asking look like a empty ploy. There may be some very good reasons for management - nah, that's just stooopid! If management asks for input, they obligate themselves to provide a response.

Mike

Posted by: Mike | May 10, 2006 at 10:50 AM

Jon,
I fully agree with you; that's awful management. The worst thing is that if you do that to somebody once, the next time that you ask for input they won't give it to you. I know I don't; what's the point?
Have you spoken to your manager about it? If you want to have input on things, maybe you should talk to him/her about this point, and explain your feelings about it and give him/her the opportunity to take that into account. Maybe it won't change anything, but then he/she can't complain if you don't give input in the future. Then again, if it is taken onboard, it could improve things.
You know, I thought that France was one of the exceptions with regards to explaining/not explaining decisions. Over here, I've come across managers who simply say: I'm not asking you to understand, just do it. OK, there are jobs for which this approach can be justified, but not all of them... I actually thought that you'd get that a lot less in the States; shame that I was apparently wrong...

Posted by: Christopher grove | May 11, 2006 at 06:50 AM

Mike, obligated indeed.

Chris, yep, I got to speak to them twice now, and it turns out that some of it was a lack of communication. I sort of did get what I asked for, just not in the way that I asked for it.

The biggest problem was that it happened right before I went away for a few days and so I got to spend a few days chewing on what I percieved the situation to be - which isn't what the managers had in mind. Again, poor communication.

Thank you both for the great comments!

Jon

Posted by: Jon | May 11, 2006 at 08:43 AM

A leader is someone who leads the group but even he is not supposed to be knowing everything and that is the reason everyone shud take a suggestion before making a big decision be it investments or anything else.

robert

http://www.stocksatbottom.com/

Posted by: robert | June 30, 2006 at 09:00 AM