An Effective Leader Should Try to Make Others Feel They
Have been Part of a Decision
In modern society, with the increasing competitive pressure among enterprises, leaders are seeking efficient strategies to better develop their companies, among which a very important one is talent strategy. From my point of view, participatory decision-making is a crucial part of that strategy. Thus, an effective leader shall make others feel they have been part of a decision. My arguments for this point are listed as follows.
To begin with, involving employees in a decision can improve and perfect the decision. As an old Chinese saying goes, “Three cobblers with their wits combined equal Zhuge Liang, the mastermind.” One man’s ability is limited after all, no matter how excellent he is. Take a person who I know for example. He is the manager of a trading company, skilled in managing but not marketing. Therefore, he must consult with his subordinates who are good at marketing to make sure that every deal, whether big or small, will be successful. If he did not make his subordinates feel they were part of the decision, they would not make all efforts to give their suggestions to perfect the decision.
Furthermore, making employees take part in a decision can raise working efficiency and guarantee the correct and effective implementation of the work. If employees get down to their work without in-depth knowledge of the decision, they may take actions based on their own understanding of the decision, which
may probably interfere with the correct and effective implementation of the work. Besides, if they have not understood the decision deeply, when encountering unexpected problems, they can not take proper measures.
In addition, making employees feel they have been part of a decision can uplift their sense of responsibility and enhance team cohesion. If employees are required to or are given the opportunity to participate in decision making, they will feel they are paid attention to by the leader and have a certain sense of self-importance, which will promote their sense of responsibility. Only when they possess such sense of responsibility, will they spare no effort to implement the decision. Without this awareness, they will not expand extra energies to overcome exist difficulties and push the decision forward. Meanwhile, when all the team members strive for the same goal, the team cohesion will be enhanced.
In a nutshell, I think it is wise for a leader to make others feel they have been part of a decision, not only because it can advance the implementation of a decision, but also because it can enhance team cohesion, or even can promote the development of a company.
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