Disclaimer – This post is nuanced. Read carefully as it may appear to contradict Asking and Answering Questions.
I welcome feedback, questions, criticisms (scoff, [I actually say scoff instead of making a scoff-like sound] like there’s anything to criticize), and suggestions. However, there are situations where I do not gather commentary from staff.
Situations
Time is of the Essence – Depending on the time of year, funding, resource availability, deadline, etc. we may need to make a quick decision. Hopefully, we’ve done enough due diligence to make an informed decision or maybe we’ve seen a similar problem in the past, so were acting based on historical evidence. As much as we would like to solicit feedback, we simply do not have the time.
Who is Volunteering Input – I will take an idea straight to certain people, because I know they provide honest feedback. I’m looking for them to poke holes in a plan, because repatching strengthens the plan. These people have a pulse on the building, so their perspective is representative of the staff. If the plan makes sense to them and they can’t identify red flags, I know I’ve got a winner (plus, if it goes wrong, I can always blame them).
Then, there are people who find fault in whatever the initiative is. You know how Spider-Man was bit by a radioactive spider and that’s how he got his superpowers? I think that these people were in grammar school (no one calls it that anymore, but it sounds adorable) when their teacher was writing on the chalkboard and forgot to carry the 1 in a three-digit addition problem. When they pointed it out, the teacher made some comment like, “Oh silly me! Thank you, Regina (they’re always named Regina). You have such wonderful attention to detail.” This tiny bit of praise set them down a path of looking for problems in every aspect of their life. They didn’t become Spiderman, they became Now’sNotTheTimeForQuestionsRegina…Man (still workshopping).
The difference between your go-to people and Regina is the motivation behind their feedback. Go-to people are motivated to provide feedback because they are interested in strengthening a plan and solving problems. Regina is motivated to provide feedback because she likes being contrary, believes that pointing out problems makes her smarter than everyone else, thinks it gives her ownership of the plan, and wasn’t hugged enough as a child.
If you find yourself in a position to provide insight into a new initiative, take a moment to reflect on your reasoning to share. If it’s because you are trying to make an idea better or avoid future problems, go for it. If it’s because you’re trying to fill a black hole of self-importance, keep it to yourself.
You never want to surround yourself with “yes men”, but you don’t want to surround yourself with Reginas either.