When it comes to managing the direction of a financial institution, it’s important to encourage open debate among your executive leadership. But what if your debate is not as open as you might think?
A recent article in Forbes noted that, often, “open-minded” offices are still plagued by employees’ inherent fear of rocking the boat. This can have important implications as to how leaders can foster constructive debate among their team.
To mitigate this, leaders must demonstrate that they truly desire to hear differing opinions.
The solution? Supplement your existing inclusivity efforts (open door policies, etc.) with more unconventional ones.
For example, appoint a “chief contrarian” who bears the responsibility of playing devil’s advocate. Policies like this demonstrate how authentic your calls for dissenting opinions are and will help ensure that your employees’ voices are heard.
How confident are you in the openness of your company’s debate culture? Is your board missing a chief contrarian?
When you signal to others that it’s safe to speak up, you’ll be paving the way for better decisions – and ultimately a more successful outcome.