Increase the quality of your team discussions

Leaders tell me that one of the most frustrating things they experience is asking for feedback from their team and receiving nothing.  No comment, blank looks, and awkward sideway glances at each other.  If this is happening, there could be a number of reasons, and certainly too many to explore in this article; however, there are a few quick checks that you can perform to assess your team’s preparedness to engage in providing feedback to you and each other.    

Check 1- Are you a HIPPO?

Not the animal kind.  A HIPPO, in this context, refers to the Highest Paid Person’s Opinion.  The way this can play out in teams is that the Highest Paid Person’s Opinion is the one that is heard the loudest. Usually, because they are the leader.  The HIPPO in the room can swiftly shut down a conversation or promote one.  A charismatic HIPPO is even more dangerous for a group, increasing the risk of a full conversation not occurring.  Whilst the intention may be to keep things moving along in the best interests of the team, this can inadvertently inhibit a team’s ability to debate, critique, and create together.  Not useful if you are looking to foster high performance in your team.  So does the HIPPO remain unsaid or concealed?  No.  Just don’t go first and intentionally build on others’ ideas, so it’s the group coming up with something, not just you.    

Check 2- Is dominance dynamic happening?

This one follows nicely from our HIPPO above.  Dominance dynamic occurs when the most dominant personalities dominate the conversation in a team.  They leave little room for others, and most of the time, aren’t even aware they are doing it.  If they are aware, you may be working with a narcissist, and that deserves a dedicated article all on its own (perhaps some other time).  Just because they are not aware does not mitigate the impact this behaviour has on others.  As a leader, be on the lookout for this.  Who contributes first in the team?  Is it consistent?  What are you observe in others’ body language when the same person always goes first?  Is it you?  Are you asserting a question or problem you are posing to your team?  One way to deal with this is to be aware of what’s happening.  Tune in, observe and participate.  Hard to do but not impossible.  Check out the dynamics.  Ask someone for their view specifically.  “Ashley, what do you think about…?”  Yes, this may put them on the spot, but it invites them in and helps break the dominance dynamic cycle.

Check 3- Is your egalitarian approach causing an issue?  

You believe in the principle that all people are equal and deserve equal rights and opportunities.  In and of itself- I agree.  However, people are not all the same. This doesn’t mean we shouldn’t treat them equally, but it does mean that we should think about their communication style, how they like to participate in discussions, and what will help to bring out the best in them.  Are they more introverted or extroverted?  Do they prefer a spontaneous discussion or time to consider an idea and reflect before they discuss it? Whilst it may be more convenient for you as the leader to have one approach, this is unlikely to work for everyone.  So, vary your approach, ask the team what they would prefer, and try different approaches.  This will ensure everyone can contribute.

Running a simple diagnostic using these three checks as a starting point will help to ensure everyone in your team can contribute. You all avoid the awkwardness that follows the question, “Does anyone have any feedback?” and most importantly, your team will be more willing to contribute to a team discussion.

Rita Cincotta writes, mentors, and speaks on individual and team performance, leadership development, resilience and new ways of working. She works with organisations to develop human centred solutions that help people and businesses to thrive.