The Big Value of Dialogue for Leaders

If only new leaders would seek answers from their employees. So often employees hold the key to what is truly wrong with or what could be drastically improved in an organization.

Yet new leaders are often too eager to make their mark and roar in like a lion. If only they would follow the advice of leadership training programs to value dialogue rather than monologue.

Meet with as many employees as you can and demonstrate your genuine intention to learn what they consider the main issues going forward. Ask questions that challenge and stimulate their thinking like, “What are the three most important moves you think we should make to improve the health of the organization?” Then listen and take notes as any changes will need their support to succeed anyway.

Often the employees have a more accurate view of what’s happening on the line than you can glean from the reports of your senior management. Who knows what great ideas could emerge from this dialogue? At the very least, you will have shown that you value your employees and respect their contribution to the organization.