As leaders, we often face tough decisions about making personnel changes, be it an employee who is negatively impacting the culture or an employee you have promoted into the wrong job. It’s one of the most challenging aspects of leadership—balancing the needs of the business with the well-being of our team members. When faced with these decisions, seeking out diverse perspectives can be a game-changer.
Why? Because no single leader has all the answers. We all come with our own biases and blind spots. By bringing in a variety of viewpoints – especially from a group of well-seasoned leaders, we open ourselves up to insights we might have otherwise missed.
Why include outside perspectives?
Internal feedback is invaluable for understanding the dynamics within your organization. However, external viewpoints offer unique benefits:
See the Bigger Picture: Different viewpoints can shed light on potential impacts we hadn’t considered, from team morale to client relationships, and questions we hadn’t asked. People outside your organization may share patterns or trends you might not see within your organization.
Objective Analysis: Outside voices can offer an unbiased analysis, free from the internal politics or emotional attachments that may color internal opinions.
Challenge Assumptions: Hearing from others can challenge our preconceived notions and help us make more informed, balanced decisions.
Foster Innovation: Sometimes, the best solutions come from unexpected places and different industries. Encouraging diverse input can lead to creative approaches that might not have surfaced otherwise.
In the end, making personnel changes isn’t about the bottom line—it’s about people. And when we make these decisions with a well-rounded view, we’re more likely to find solutions that are fair, effective, and aligned with our long-term goals.
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