When was the last time an opportunity presented itself to you but instead of saying ‘yes,’ you hesitated and without giving yourself time to think about it, immediately said ‘no’?
Why do we say ‘no’ so quickly?
‘No’ makes us feel safe. It keeps us from taking too many risks and later blaming ourselves for making bad choices. We convince ourselves that if something was meant to be, another chance would present itself.
But what if it doesn’t and we miss out? What if we said ‘no’ less and decide that our default answer moving forward should be ‘yes’?
Leveraging the power of ‘yes’ certainly doesn’t mean agreeing to everything. While the concept seems freeing and a bit reckless, the practice of saying ‘yes’ does come with conditions and obvious exemptions. However, once you realize that the ‘yes’ method is more about overcoming fear and trusting your instincts and even your peers, you’ll find how easy it is to differentiate between the obvious ‘yes’ and the absolute ‘no.’
To make the Yes approach a part of your company culture, you need to be the model for it. Here’s how to use ‘yes’ to unlock the right doors for you and your organization.
When you and your teammates are developing marketing campaigns or product packaging, the best way to keep ideas free-flowing is by supporting each other. When someone has something to contribute, give them their moment to pitch. When you create a Yes culture and people know they’re not being judged, they don’t put a filter on their ideas; therefore, you get the best of their creativity.
Any organization is immune to problems. However, when leadership focuses more on who to blame and who to reprimand, and how to resolve the conflict, the root of the problem becomes lost. When you say ‘yes,’ you alleviate much of the pressure surrounding the conflict. You can find positivity even in moments of crisis. In fact, that’s when they’re needed most. The Yes approach doesn’t mean saying ‘yes;’ it means promoting a positive environment that encourages others to say ‘yes’ rather than objecting all the time.
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As a leader, it’s your responsibility to coach and mentor your people. A Yes mindset means being more encouraging with your message so that your employees will feel motivated and empowered. By leading the way, your team adopts the same Yes method and believes in their potential to develop their skills. They also see you as more accessible and trustworthy, allowing them to easily approach you in times when your guidance and feedback is most needed.
When companies create a culture that promotes ‘yes’ rather than ‘no,’ solutions are identified quicker. Employee engagement is improved. And without the fear of rejection, more ideas are exchanged. When you say ‘yes’ to opportunity, you’re essentially inviting more possibilities and options. Yes is merely the way to open more doors to greater potential and increased positivity that will change your team’s outlook; ultimately leading your organization to be more collaborative, accountable, and productive.
As someone with over 30 years of organizational experience, I can tell you often I have seen how saying ‘no’ out of fear has stifled growth and development in leadership and their teams. If you want to learn more about how to leverage the power of ‘Yes’ the right way, let’s connect: firstname.lastname@example.org