It’s easy to be attracted to optimistic thinking and turned off by cynicism, but both optimistic and cynical decision-making is lazy. Use this approach to improve the rigour of decision making in your business.
It’s all too common that we reward the heroes who save the day on our teams without stopping to think that they might only be rescuing us from problems they created. Stop rewarding arsonists for putting out the fires.
People are often disappointed on Valentine’s Day because they have grand visions of what would make them feel loved but the fail to share them. The same thing happens on teams: we know what we want, but we don’t communicate it and, instead, set colleagues up to disappoint us. Here’s an alternative to falling victim to the Valentine’s Day Effect.
Too many leaders give their team permission to give feedback, to disagree, or to challenge one another’s ideas. Permission won’t drive action. If you want more healthy conflict on your team, stop giving people permission and start helping them appreciate their obligation.