Different Ideas, Better Results

Nobody’s the best at everything.

How could we be? If it takes 10,000 hours to master a skill, that’s more than a year of solid practice without food or sleep.

When company leaders feel they need to be experts in everything, things fall apart quickly. The role of CEOs extends way beyond just making executive decisions and issuing directives — they’re the architects of culture, stewards of innovation and champions of growth.

It might be second nature to stick to your instincts or rely on a few trusted voices, but to nail those roles, you must cultivate a workplace where everyone’s ideas can shine.

Embrace a diversity of thought

When diverse perspectives flourish, you’ve got a recipe for success. Think of your organization like a pizza. If you have no dough or crust, there’s nowhere to put the toppings. And without toppings, is it really a pizza?

New opinions just bring a whole new flavor to the table. Diversity of thought sparks creativity, drives innovation and gives your company an extra edge. Embracing individuals’ unique backgrounds, experiences and expertise recognizes the inherent value that different viewpoints add.

CEOs who actively seek out diverse opinions know that innovation thrives in environments where contrasting ideas are encouraged and respected.

By fostering an inclusive culture that values these differences, leaders can unlock a wealth of fresh new ideas and strategies within their teams.

Encourage psychological safety

Here’s the thing. Just having a bunch of different voices in the room isn’t enough. People need to feel safe speaking up.

Have you ever had a brilliant idea but kept it to yourself because you were worried about what others might think? Or in a meeting where someone finally asked a question you’d been too “embarrassed” to ask yourself?

When employees feel safe to voice their opinions, no matter how out there they may seem at first, they’re more likely to contribute valuable insights and engage in constructive dialogue.

Encouraging curiosity and exploration lights a fire under the innovators and creatives in the company. And when employees feel seen, they’re more likely to invest in their own growth, both personally and professionally. This creates teams that aren’t just skilled, but adaptable — a workforce ready to take on whatever comes their way.

Boost strength through adversity

Leaders play a pivotal role in establishing this psychological safety within their organizations. Being open to feedback, actively listening to employees and responding with empathy and respect all have a massive impact on the environment. In turn, improving employee engagement and retention.

This is especially true now when search terms like “job insecurity” and “layoffs” are spiking. Being a safe, reassuring presence makes your entire company more resilient — even if employees do have to endure that kind of adversity, coming from a psychologically safe organization makes it easier to handle in the long run.

Drive informed decision-making

In an era of rapid change and uncertainty, the ability to make informed decisions is a big deal. Making smart choices isn’t just about trusting your gut — it’s about gathering as much information as possible. That means tapping into wisdom across the company, not just in the boardroom.

Sometimes, CEOs are shocked to find out how differently departments view a situation. That’s a red flag — not only did they miss information that could have affected the decision, but that group of people feels like they weren’t given a seat at the table.

In the end, you’re still the leader. Everybody can’t get what they want all the time — just like you can’t be the best at everything. That’s okay. However, actively encouraging different opinions means you’ll be able to identify blind spots and better understand the effects of the decisions you make within your organization.

Cultivate a culture of continuous learning

Leaders who make a habit of seeking out diverse opinions know that learning is a journey that never ends. When we foster open dialogue, we’re paving the way for constant growth within their organizations.

Every major discovery in history happened because someone said, “What if we did this, instead?”

So many of the pioneers and innovators that we admire had to fight against detractors who just didn’t get it. If they hadn’t stood up for their big ideas, we wouldn’t be benefiting from them now. What does that say about all the brilliant plans that were never shared — or the ones that got shot down in meetings because someone just didn’t get it?

Every day, we have the power as leaders to help ideas like that bloom into something incredible. We just have to be willing to listen to them.

To listen to more ideas to positively impact your entire organization, check out my podcast, The Frustrated CEO.

If you prefer a video, check out our YouTube channel.