Not all advocacy is grounded in full belief. On many occasions, team members, salespeople, and colleagues propose something they only partially believe in. In other cases, they advocate before they are fully prepared to do so. This doesn’t stop them from making a strong case for their position or proposal. However, given that leaders trust others to have done their homework and are often swayed by the strength of the advocacy, knowing where the proposer’s conviction truly lies is important to uncover.
We're taught not to bring up issues alone. We must come forward with possible solutions.
I appreciate the mention of homework. That is imperative. One additional way to gauge the suggestion is ask: "Am I willing to put in the work/sacrifices needed to make this suggestion a reality?" If no and you're the team member/s, then keep your comments to yourself. If you're the leader, find a compromise or continue with your organization's SOPs.
Would you rather hear the idea, Joe, or only hear it when the person bringing it up can accomplish it?
It's a great suggestion, good additional gauge.
But most leaders would like to think of themselves as people that can adjust to the candor of a person saying "I think the idea will work but I don't have the time to make it a reality." In some busy organizations you're probably spot on, the culture is fittingly "don't bring it up if you can't get it done."
You bring up valid points. This emphasizes the importance of a situational-based leadership approach (Shriberg and Shriberg. Practicing Leadership). Personally, I base it on two factors: how full my plate is and how much pull I have. If those both check; I will collaborate on an action plan. The organization I work for is go go go. For analytically minded individuals (like myself) it creates a multitude of opportunities of growth.
Some valid points are made.
We're taught not to bring up issues alone. We must come forward with possible solutions.
I appreciate the mention of homework. That is imperative. One additional way to gauge the suggestion is ask: "Am I willing to put in the work/sacrifices needed to make this suggestion a reality?" If no and you're the team member/s, then keep your comments to yourself. If you're the leader, find a compromise or continue with your organization's SOPs.
Thanks for your time.
Would you rather hear the idea, Joe, or only hear it when the person bringing it up can accomplish it?
It's a great suggestion, good additional gauge.
But most leaders would like to think of themselves as people that can adjust to the candor of a person saying "I think the idea will work but I don't have the time to make it a reality." In some busy organizations you're probably spot on, the culture is fittingly "don't bring it up if you can't get it done."
You bring up valid points. This emphasizes the importance of a situational-based leadership approach (Shriberg and Shriberg. Practicing Leadership). Personally, I base it on two factors: how full my plate is and how much pull I have. If those both check; I will collaborate on an action plan. The organization I work for is go go go. For analytically minded individuals (like myself) it creates a multitude of opportunities of growth.
Thanks for your time.
Good alternative from the team members POV!
We took some time to unpack this a bit more in this 15 minute discussion:
https://twitter.com/i/spaces/1yNGaNbNvyvJj
Love the content you put together. Keep it up.
It's such a great idea to get a number rating for a feeling. Helps gauge the conviction. Love it.