Maybe you've been here too—that irresistible urge to be right. Whether in meetings, conversations, or even casual debates, there's something deeply satisfying about knowing the answer or how to do something. But here's the tricky part: the need to be right can become a serious obstacle in leadership.
Leaders can be driven to continuously prove themselves correct, often unintentionally silencing their teams. When we put being right above getting it right, we risk creating an environment where others hesitate to share ideas, challenge perspectives, or offer valuable insights. The result? Innovation stalls and creativity takes a back seat.
Think about the best leaders you've worked with. They probably didn't insist on always being the smartest person in the room. Instead, they focused on bringing out the best ideas, regardless of who proposed them. They were comfortable admitting they didn't have all the answers, opening the door to collaboration and collective problem-solving.
Here are the things I am working on to continuously improve in this area.
- Humility. Recognize that no one has a monopoly on good ideas—not even the boss. Being open to learning from your team creates trust and invites diverse viewpoints.
- Prioritize outcomes over egos. My goal is to achieve the best result rather than validate my personal viewpoint. I need my team to fulfill the vision and outcomes. Giving them room to do it their way allows them to learn from experience rather than being told.
- Listening. Slow my brain down and not plan my response. Just listen. Discuss without answering or directing. I have been rewarded by watching people arrive at the "right" thing in an entirely different way.
Remember, leadership isn't about proving you're right but empowering your team to find the best path forward together. So the next time you feel that urge to argue your point, pause and ask yourself: "Am I trying to be right, or am I trying to get it right?"
P.S. This is good advice in a relationship.