Complexity Requires Teamwork

by Andrew Downing

We live in an increasingly difficult world, and that complexity puts a lot of pressure on leaders to rely more on data for guidance. But when we're not careful, an obsession with information can lead to long hours, grueling meetings, burnout, apathy, micromanaging, distrust, and disengagement. Eventually, workers decide the job isn't worth it, so they quit or mentally disengage.

With more access to results and trends than at any other time in history, we have the perception of more control over outcomes. But more data only gives the illusion of control.

Instead of relying on more reports, we must use a leader's greatest tool, the power of human insight. If managers want to make better decisions, getting more details isn't the answer. The answer is building strong relationships and a candid atmosphere - because cooperation is always more effective. A team built on a foundation of trust can overcome any obstacle. Relying on information works when everything goes according to plan, but when complications arise, the best solutions require teamwork.

Building stronger teams and tackling challenges requires listening, not data. No matter how fast you get access, even real-time information is old. So any decision based on real-time information is reactionary. Listen to your team's concerns so you can find out about potential problems before they happen. The best leaders don't react; they anticipate, which is why, now more than ever, excellent listeners make excellent leaders.

Talk to your team and ask questions. Listen to their answers. Solicit ideas on how to fix potential obstacles before they arise. Afterward, we often discover that several people foresaw the outcome, but they kept quiet because their opinions were never valued. Leadership always comes back to valuing your teammates and what they have to say. Organizations are full of highly qualified professionals, so rely on them. Ask them to help before problems arise.

When leaders put their faith in data instead of their team, it leads to employees not feeling valued. Undervalued employees will hesitate to mention concerns, and eventually, they'll stop caring. Watching preventable problems happen proves them correct and validates their own value. If their leader is not going to value their opinion, self-validation is the only way to feel valuable. So listen to your team, and ask for their input every chance you get. You never know when they'll mention a potential problem you have never considered.