Holding Up the Minor Voice
One commitment team leaders and facilitators must have when running meetings is to hold up the minor voice.
Translated, this means to make sure everyone is heard and contributes to the discussion. This includes those who are reticent, inexperienced, introverted, or fearful of interjecting their views.
Decision quality depends on everyone’s view. Making sure all opinions are on the table before landing on a decision or conclusion is essential work. But getting the quiet types to speak up is not always easy.
Good leaders have learned a few tricks along the way. Prior to the meeting, they will ask those with a pattern of meeting silence for their views on the topics to be discussed.
When they hear an opinion they believe will have an impact, they offer praise for the viewpoint and request that the team member speak up about it during the meeting. Because they now know the leader values this viewpoint, it is easier for the team member to offer it when the topic arises.
Another important strategy for getting others to talk is for the leader to call on them during the meeting: “Terry, what’s your view on this?” Making the commitment not to leave a topic or meeting without hearing from every team member creates the norm for contribution.
When team members know they will be asked their opinion, and have little choice but to offer it, they learn to speak up without prompting. Good leaders don’t hesitate to call for a viewpoint from those who haven’t spoken.
After the meeting, reminding team members who did not contribute of their obligation to participate encourages more engaged behavior next time. Team members who believe it is perfectly acceptable to remain silent during a meeting will often do so.
By suggesting all team members have an obligation to contribute and offer their candid views, leaders set the proper expectations for participation. On good teams, no one is allowed to sit like a potted plant and just watch the action. Everyone is expected to contribute.
How many members on your team engage passively during some or all of the team’s discussions? It’s time to get these people heard. Every contribution counts toward improving the quality of discussion, even the minor voice. Too many leaders and team members forget that.
Valid points.
It all comes down to knowing the people on your team. Some, when called out, will resent you. Others will be overly appreciative. The latter can lead to, encouraging, an already massive ego. Hence leadership being considered an art. Personally, I opt for Aristotelian logic. I have found this ancient practice to be useful.
It doesn't, usually, pay the big bucks though;).
Thank you for your time.
I'd like to add a minor caveat...I don't try to get everyone's participation on every topic/issue. Instead, if there is a topic/issue being discussed and a person who I feel has or should have insight or an opinion on something doesn't speak up/contribute, this is when I call on them. I will usually begin it with a compliment like, "I'd really like to hear your thoughts on this because in the past, you've shown or demonstrated XYZ which was really helpful..." In my experience, there are many topics/issues that not everyone has the interest, knowledge, or skills to think deeply about and provide quality input. With that said, I've recently been asking team members in one of my staff meetings to share with the team something they've been working on and how/what they're doing to make it better, faster, or cheaper. IMO everyone should be able to speak to that. It's been slow going, but I feel likely I'm making some headway, especially with the quieter team members. A positive side effect is I think they are actually learning from each other.