No One Likes to Take Orders
Key Concepts
Leadership Through Suggestions: Influential leaders, like Owen D. Young, often guide their teams through suggestions rather than direct commands, encouraging autonomy and learning from mistakes. This method preserves an employee's dignity and fosters a sense of importance.
Resentment from Direct Orders: Direct or harsh orders can create lasting resentment and rebellion among team members, even if the order addresses a legitimate issue. Handling situations with tact and a request for cooperation can maintain harmonious relationships.
Encouraging Participation in Decision-Making: By involving team members in problem-solving and decisions that lead to commands, leaders can convert directives into collaborative efforts. This engagement boosts creativity and ensures collective agreement on actions.
Practical Advice
Ask Rather Than Command: To enhance acceptance and cooperation, formulate orders as questions, such as, "Can you think of a way to handle this?" This approach not only makes directives more agreeable but also stimulates the creativity and involvement of the team.
Problem Solving through Group Discussions: In situations requiring accelerated or exceptional efforts, discuss the challenges openly with the team. Ask for their opinions and solutions to cultivate a collective "We can do it" attitude, leading to successful outcomes.
Examples from the Chapter
Instructor's Harsh Order: A teacher's abrasive demand to move a car illegally parked resulted in student resentment and ongoing difficulties, highlighting the negative impact of imperious commands.
Manufacturing Plant Challenge: Ian Macdonald's consultative approach with his employees over a tight order deadline led to enthusiastic participation and on-time delivery, demonstrating the effectiveness of engaging employees in decision-making.
Principle to Follow
- Principle 4: Ask questions instead of giving direct orders. This method encourages collaboration, empowers individuals, and strengthens team dynamics.