The Value of Differing Opinions

Almost every leader has “The One.” “The One” is their most trusted confidant or advisor. They are trusted above all others and play a key role in most, if not all, major decisions. 

 

That’s pretty normal since leaders are human beings and human beings are naturally closer to some people than others. Humans “click” with some people and keep them close by while distancing themselves (at least emotionally) from those that they simply don’t connect with.

 

While that’s perfectly normal that doesn’t mean it’s perfectly good. It is not!

 

It’s hard not to value the opinions of people who hold the same opinions as you. When a leader has someone who consistently agrees with them the leader feels better about their own thinking and over time values the opinion of that someone even more. 

 

But if you’re a leader you need to understand this absolute truth: if the person or people around you always agree with your thinking then it’s very likely that they are not thinking at all. You must understand that you can sometimes be wrong and that means that someone else could sometimes be right. 

 

While no leader will ever completely eliminate “The One” (nor should they) they do need to hear diverse opinions and different viewpoints in order to make as informed a decision as possible. Even if your “One” occasionally offers an opinion different than your own, a single different opinion is not enough.

 

Every person’s opinions and viewpoints are shaped by the events of their life. Their upbringing, their surroundings, their education, and their experiences all play a role in determining what they think and feel in any given situation. 

 

Now this might be a bit of an over-simplification but in general the greater the variety of opinions a leader receives the better their decision will be. 

 

The world is which business is conducted today is too diverse to consistently value one person’s opinion over all others. It greatly diminishes an organization’s potential and limits a leader’s options.

 

So, if you’re a leader who is relying too heavily on “The One” then begin today to seek out differing viewpoints from a variety of people….before it is too late. 

 

You will know it’s too late when you finally ask for input and receive mostly silence in return. You may be tempted to think that the silence means agreement but that’s a huge mistake. Silence is almost never agreement. 

 

What the silence usually means is that the people who you need to share their insights have determined there is no upside to sharing their opinion. It makes no sense to expose your thinking when you are fairly certain that your thinking will be “out-voted” by “The One.”


When votes don’t count smart people stop voting and it doesn’t take long for smart people to realize their vote doesn’t count.