Transform Leadership: Use These Three Words Regularly
Using these three words regularly can make you a smarter leader than you realize.
The natural temptation for a leader is to have everything under control. Or, at the very least, the temptation is to appear to have everything under control. After all, you are the leader–the person in command. People look to you to make decisions and expect you to have answers when they have questions. The desire for answers might make it difficult to admit when you don’t.
However, no one knows all the answers. Nobody is an expert on everything. Of course, this does not prevent us from having opinions—often just to have an opinion. Believe it or not, it is completely acceptable not to have an answer or even an opinion.
In reality, there are three words that you should practice regularly: I do not know.
It seems counterintuitive. We often believe that admitting we don’t know the solution is a sign of weakness. We must appear to understand what we are doing, even if the task has little to do with our previous experience or knowledge. Or, if we have some level of influence–which is the definition of a leader–we must give our thoughts on any topic.
Let us be honest: you don’t. It would help if you had a better answer or an informed opinion on infinite occasions. You are not an expert in most topics you encounter daily; sometimes, the smartest thing you can say is nothing.
There are several reasons why this is true. First and most importantly, if you genuinely don’t know the answer, you don’t. Making something up keeps everything the same; it simply enhances the likelihood that you will make a poor judgment. As a leader, while it may be unpleasant not to have a solution for everything, making poor decisions merely to appear to know everything is the one thing you should never do.
When you admit not knowing something, it’s not a sign of weakness, but an opportunity to involve your team. By saying ‘I don’t know, what do you think?’, you empower your team and foster a collaborative work environment. This approach demonstrates your commitment to your team and their valuable insights.
Finally, more than having answers, your team requires you to be genuine. They need to know that they can trust you, and one of the most significant ways to do so is to be honest and open about your lack of knowledge. Being honest and open about your lack of knowledge is more powerful than you realize because it demonstrates to your team that it is acceptable not to have all the answers. It is sufficient to involve others in the decision-making process and seek advice from individuals with relevant knowledge.
This approach not only makes your team feel included but also leads to more informed decisions.
Admitting what you need to know increases your chances of making the proper decision. If you keep an open mind to other people’s ideas and opinions, you’re more likely to make the appropriate conclusion.
Leaders often feel threatened by those three words, as if they reflect shortcomings or weaknesses. However, admitting you don’t know doesn’t make you a bad leader; it makes you wise. It’s a sign of strength to acknowledge your limitations and seek help, inspiring others to do the same.
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