It is part of being human – how we see the world informs our mindsets, our approaches, and our decisions. We call that our point of view (POV). For organizations to make better decisions and get better results, they need to regularly ask this question: What’s your POV?
The Importance of Asking
Leaders often have a big picture POV that is valuable and necessary. But that perspective, while important, doesn’t allow everything to be seen. Consider watching any sporting event on television. Replays allow you to see the same play from different angles or perspectives that gives you a more complete and accurate view of what really happened.
Making decisions from a single executive position is like watching a sporting event from one camera angle, or not interviewing the witnesses to an accident.
When we seek out varying POVs, we get more than a better picture of the situation, we also get:
- Greater engagement. People appreciate their perspective being sought and heard.
- Increased trust. When we ask people for their perspective, they feel valued and trusted.
- More acceptance. When people have had more input into a decision or change, they are more likely to accept the change, even if it isn’t exactly what they would have done.
- Improved culture. When we regularly ask people for their POV and ideas, we change the culture in a variety of positive ways.
How To Ask
Once you have decided to seek out other POVs, you must determine how you will do it. Here are some things you can do to help you collect valuable perspectives from others.
- Give people context and information. Let them know what the situation, challenge, or problem is. Share the situation, don’t pre-frame it with your perspective.
- Share your intention. Let people know why you want their input and perspective. Help them see that you are looking for more perspectives so you can make a more informed and balanced decision.
- Ask sooner. If you have ever seen a decision made and then have been asked “What do you think?”, you know that is too late. Actively seek input and perspectives before decisions are made.
- Ask differently. Asking for ideas is wonderful. But specifically ask people what they see from their POV. While they may not initially be used to being asked, they will have an answer.
- Give people time to think and respond. Your questions might generate initial responses, but they may not. Recognize people may need time to think about their response, so don’t make your questions seem like command performances.
- Keep asking. As the situation changes, so do people’s perspectives. Be willing to keep asking people what they see, what excites and worries them. Doing this continues to inform the full organizational perspective.
This list of suggestions applies to both an individual leader as well as an organization. Create planning and problem-solving processes with the intention of making decisions with more points of view.
What POVs are Needed?
The short answer is “all of them,” but that isn’t very helpful. Make sure you are collecting as many perspectives as you can, including:
- Gender and cultural perspectives
- Departmental and geographic perspectives
- Age and experience perspectives
- Specific role perspectives
- Customer perspectives
- Any others that might provide a POV you don’t yet have
Collecting POVs from as many people within your organization as you can will take some time. But the more you ask, “What is your POV?”, the more comfortable and confident people will become in sharing. Pretty soon, you won’t have to look very hard for them. You’ll find people offering their POVs more organically and quickly. And when it comes to decisions of substance and impact, however long it takes will be time well spent.
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