“I feel like they are genuinely interested in hearing my opinion. And because I trust and respect them, even when they decide differently from the way I wanted, I can support the decision.”
That quote came from an employee I was interviewing at a member company. He was helping us determine what was truly unique about this company. He feels free and even invited to offer his opinion. Because they genuinely are interested and sometimes factor his ideas into the solutions, he is okay even when it doesn’t go his way. How good is that?
If we can solve that first issue of trust we talked about in the last post, we can move onto the next dysfunction of a team, fear of conflict. Turns out...