Spread connection with voice

- Voice, the third and final core element of a connection culture, brings about a shared understanding. Voice exists in an organization when everyone seeks the ideas of others, shares their ideas and opinions honestly, and safeguards relational connections. A leader who is a great example of cultivating connection through voice is Anne Mulcahy, the CEO who saved the Xerox Corporation. Anne shared with me how the company was nearly bankrupt when she took over. She made a habit of regularly meeting with employees and customers around the world and seeking their ideas and opinions. She listened, considered their input, and implemented the best ideas. During the next decade, Mulcahy and her colleagues led Xerox back to profitability and transformed it into an innovative digital technology and services enterprise. In a group that has a strong element of voice, you will see the character strength of humility. In other words, decision makers know they don't have a monopoly on good ideas, so they're in the habit of seeking the ideas and opinions of others then considering them before making decisions. You will see honesty. People say what they believe rather than just what they think the other person wants to hear. You will see consideration of others and forgiveness. People safeguard relational connections. For example, if you say or do something that has been taken the wrong way or hurts another person's feelings, are you quick to apologize? If you feel wronged, will you accept the apologies of others, give them the benefit of the doubt and forgive them? Here's a best practice that will spread connection in your culture using the element of voice. It's called a knowledge flow session. When you have a challenging or difficult decision to make or one that will affect a lot of people, pull the people together who are most involved in the issue and will be impacted by the decision and follow this process. First, frame the discussion then explain your point of view. "Here's what I'm thinking right now." Second, grant permission for people to express their voice. "No one has a monopoly on good ideas, "so please tell me what's right, what's wrong, "what's missing from my thinking." Third, set the ground rules for discussion. "I just want to remind everyone, myself included, "that we want to focus on actionable ideas "and avoid anything that might make others feel defensive, "like assigning blame." Fourth, listen to the feedback, take notes, and thank people for sharing without arguing or challenging what they say. Following the session, affirm in writing the people who gave useful ideas and the truth tellers who had the courage to speak up and share a point of view that was not in the consensus. Also, let people know what you heard and what action you plan to take. Try out a knowledge flow session with your team when you have a challenging issue to solve. You're likely to learn new information that will help you make a better decision. When you're seeking the ideas and opinions of others, it's natural to go to people who are physically present. Remote workers can be out of sight, out of mind. Don't forget they need to voice their opinions and ideas, too, in order to feel connected. Embrace the attitude that every member of your team, regardless of where they're located, has something valuable to contribute to the marketplace of ideas. Having a voice connects us, and it boosts our own performance and the performance of our team.