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Meaning of being curious as a leader is important

Meaning of being curious

Introduction: Meaning of being curious

When was the last time you said “I do not know” as a leader? For most of us, it will not be long ago. It’s not because we need it all, but because we may know the leader as an omniscient figure.

An ideal we as leaders then try to live up to.

The effect on the organization is devastating. The task of the leader is not to know it all. The leader’s task is to bring the organization’s total potential into play to solve a task. Including gathering knowledge prior to deciding.

One of the best means is to ask questions to employees. A good dialogue with a specialist could easily start with you as the leader answering: “I do not know”.

Use your curiosity

Admitting that there is something you do not know makes you human.

A specialist in an area may, even before the interview, have a feeling that there are several things that you do not know.

Just as you yourself well know that there are several topics that you also do not know in detail. Of course, you need to have a basic knowledge of all the specialties you are set to lead.

And if you do not have, start by getting a walk down on the floor tour to get yourself the practical experience.

Once you have it, start with the admission: “I do not know”. And follow up with an invitation to dialogue: “can you explain it to me” and preferably a coaching approach that forces the employee to think about something other than his or her own specialty, namely; “What is your suggestion or what would you do in my place”.

Let’s go deeper into it…

Leadership is something you earn, something you’re chosen for. You can’t come in yelling, ‘I’m your leader!’ If it happens, it’s because the other guys respect you.

- Ben Roethlisberger
Meaning of being curious

Use your curiosity

As a leader, your job is to lead.
Meaning of being curious leads to stronger power and knowledge.

You do not have to be an expert in all the disciplines you are a leader in. The specialists under you know this well. Therefore, nothing goes by you by expressing yourself honestly and telling that you know little about this or that. Say it directly: “I do not know”.
I do not understand.

The chance that others in the organization do not understand it is great.

Be a good example of a culture where you dare to ask questions and use your curiosity constructively.

Can you explain that to me please?

Let the specialist assume his role as a specialist, by letting him explain to you why or how a case should be understood from his conceptual world.

Insist that the explanation is in a language that you understand. Do not be a fool by clever words.

Being able to formulate oneself clearly with the use of everyday concepts is a sign that one has understood what it is all about.

The more clever words you hear, the greater the likelihood that the sender has not understood the message either.

And that is not the form of tradition you need. This makes it hard to talk to each other.

businesswoman, woman power, female-1901130.jpg

What is your suggestion then?

By using concerning the specialist within the leader’s considerations, you force the specialist to suppose past his or her personal scenario and mission and think about the complete.

If the first idea is simply too far from what is workable, then assist by putting in relevant regulations or bindings for the specialist. For instance, the product must be delivered by this date or the unit must be in place no later than 1800.

The first few times, the specialist may not like to be required to make a suggestion. I have always kept going. Every employee or team member in the organization must know the overall intention and must know ​​the bonds under which the organization works.

It is part of the Empowerment of employees. And then it weeds out in the worst hernia over conditions that will not change, anyway.

What is the specialist's mandate?

It is important that you as a leader clarify the employees’ mandate. I am in favor of placing the responsibility somewhere with the leader.

This means that the leader should always be willing to listen to the specialists; to their objections and their excellent suggestions. But the leader is the leader who decides and is responsible if something goes wrong.

The leader can choose to apply the specialist’s suggestions, or he can pick something else. It’s far frequently not the specialist’s mandate to decide.

The leader needs to use the specialist to optimize the entirety in his corner of the assignment solution. It is the leader who must coordinate the specialists’ efforts.

And it’s the leader who ought to be accountable afterward.

 

A great future leader asks questions and reads for more knowledge on the management topic, and that is why we will recommend you to read more by finding some excellent books on Amazon because they offer you some fantastic books at an affordable price every day.

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