WHAT DO YOU THINK? was the most important lever that could have been applied to my career.

The boss probably didn’t need my advice. Maybe I helped him talk it out with low risk since I was just a punk. But what he was really doing was engaging my brain. He was taking me well beyond my job and exposing me to lessons. Instead of waiting until I arrived as a leader, immediately I was thinking big picture. I respected him for that. I would run through a brick wall for him.

In our advisory practice we are asked so often to coach through a lack of commitment exhibited by the work force. Rather than looking at this as a problem to solve, how about proactively preventing the problem?

Ask questions – Set the precedent that the leader cares about what people think. You do, right?

Be vulnerable – You don’t always have to have the answers. Thinking out loud with your team allows them in. It’s not a sign of weakness.

Listen – This isn’t an exercise, rather it’s a conversation.

Act on feedback – Take action on the ideas your staff generates. Get the ideas down the path to innovation.

Acknowledge – Be sure to give credit to the team for their input. You don’t want to be “that” boss.

We often suggest talking more with your team and frequently get the question – “About what?” This is a great way to do that – ask for input.

Do you have time for this? Well, the best leaders do. Your choice.

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