"Ask and Ye Shall Receive--Maybe."

Have you ever been asked your thoughts or opinion about something, only to have the asker refute everything you say? What feelings were you left with? If you are like me, your first thought was, "Well, why did you ask me?" Your second thought was probably along the lines of, "Good luck getting my opinion again!" Why? Because you got the sense that they never really wanted to hear your thoughts in the first place. Rather, they were seeking validation for their point of view.

Leaders must get input from those around them. We cannot be experts in every discipline. We do not have the benefit of knowing every facet of an issue. Most, importantly, we must know that we we do not have all the answers. Getting input from trusted cohorts gives us the benefit of broader expertise and experience, different problem-solving perspectives, and, often, a more objective view. Invariably, the course of action taken will be stronger and more successful for this kind of interplay.

Soliciting, and valuing (that is the key) others' input creates a sense of team ownership. It lets the group know that the leader is concerned how decisions affect everyone. There likely will be a stronger 'buy-in' which often results in greater success.

Thus, it is crucial that when you are seeking input, you are doing it from a genuine desire to hear others' ideas. If you have done a good job of building a strong, success oriented team, you have every reason to include them in the decision making process. Frankly, you have banked your success on them! You have hired, smart, intuitive, creative people--people who will see right through disingenuous attempts to be 'inclusive.'

So, ask for their thoughts, opinions and ideas. Let them know you appreciate it. Explain how their contribution is of value. And, if you disagree, be honest about why. Ask more questions. You may end up being very glad you did because the answer may reveal itself.