Check Your Opinions at the Door

In making the decision to become a leader or manager, most up-and-comers are not motivated by altruistic ideas such as leaving a legacy, developing others, bettering the organization or even serving customers. Nope, let’s be frank. Most of us go into leadership to move up the ladder and for an increase in compensation, a private office, a parking spot, and finally, some power. Bottom line: We are looking for more luxury, not less.

The reality that greets new leaders at the door to their new offices, however, is quite the opposite. While you might gain a small measure of status and money, to truly succeed as a leader, you need to come to grips with the fact that you will lose some big luxuries as well.

The main luxury that you will no longer be able to indulge in is having and sharing your personal opinions. In fact, I consider this the cardinal sin of leadership; do not burden your team by editorializing about decisions made from above, the way other areas of the company are run, or what you think should be happening outside of your area ­­– period.

Your views on things simply do not matter and do not add value. In fact, by sharing your opinions, you demonstrate to others that buy-in is optional. You leave others insecure and wanting for a confident leader. Your opinions, which are often offered in an attempt to connect through collusion, do not help your team, but instead plague them with doubt and uncertainty that the business is heading in the wrong direction.

Let me offer an analogy. Imagine that you are feeling chest pains and in the pursuit of medical attention, you head to the nearest emergency room. Thrilled to have arrived and still be alive, you see the doctor approaching and have a surge of confidence that you will survive.

All starts well, as the doctor begins to do his or her expected job of assessing your condition and begins by asking some questions. “Do you feel a crushing pressure in your chest?” And you answer, “YES!” But suddenly, things go south, as he or she says, “I know, me too!” The doctor goes on to ask, “Are you feeling sick to your stomach?” “Yes!” you answer desperately. To which he or she responds, “Me too! Is the pain going down your arm? OMG! Mine too!”

Sound crazy? Wouldn’t you be freaked out? Worried that you wouldn’t receive medical care anytime soon? Well your employees have the same reaction when you editorialize, and whine about decisions that are made. Freely spewing out your personal opinion on things is not only not helpful, but gives people the impression that buy-in is optional and that they can expect zero help from you. Your symptoms/opinions don’t matter at the moment – you are there to treat/lead them! Not collude with them or elicit their sympathy!

Want to be a great leader? Step up your game and check your opinions at the door.

Actions, not opinions, add value. With mandates, announcements and requests from on high coming your way – skip the personal opinions and stick to the facts. Share your expectations of the team and outline what needs to be delivered. Skip editorializing about what you think of a decision and conserve that energy to coach your team on how to deliver instead. The team is looking to you for help and for leadership, not for your opinion. It is not their job to help you through your issues. They expect you to show up already on board. They want you to help them through the challenge at hand.

Leadership is not optional and buy-in is not optional. If you are especially attached to your take of the world and have a strong belief in your right to your own opinions, do us all a favor and stay out of leadership.

You give up the right to have an opinion the minute you take a leadership role. Your opinions no longer add value to the organization; it’s your ability to lead teams to successfully carry out decisions for the good of the organization that matters most. So stop whining about the price you pay for moving up in the organization – there are no free perks – pay up and lead on.