Good To Know!

“Good to Know!” – by Arnie Wohlgemut

I recently had the opportunity to speak on the change management challenges created by mergers and acquisitions.  A key part to a successful offer and detailed due diligence process is secrecy.

Unfortunately, the use of the need-to-know approach in management extends beyond the requirements of mergers and acquisitions and is used as a power play.

“While we each can accomplish a lot individually, a diverse, inclusive, motivated and empowered team can accomplish so much more.”

Procter & Gamble CEO David Taylor

Like other security measures, “need-to-know” can be misused by persons who wish to refuse others access to information they hold, in an attempt to increase their personal power, prevent unwelcome review of their work or prevent embarrassment resulting from actions or thoughts. After all, information is power – so we have been told.

Time and time again I have seen individuals who adapt the “need-to-know” mindset as a management style. Using it to control people or protect their position within a company. Equally, I have seen this lead to a waste of valuable resources and time.

As a management style, need-to-know can be detrimental to a workers’ efficiency. It is also a reflection of your inner, deep down motivation.

“The best leaders focus on others, not themselves. Pay attention. Listen. Communicate. That is the key to making sure your team and clients feel valued and empowered to make the right decisions. Not only will those you lead start to perform at their natural best, but you will too.”

Former Bank of America vice chairman John Thiel

There is no time like the present to switch to a “good-to-know” mindset. This is not the “good-to-know” used when you find out information that is beneficial to you.  It is the mindset that knows timely information leads to better decisions.

Having a “this is something that would be good for you to know” mindset is an influence and growth multiplier. It also empowers your team; trusting that with all the information you have provided, they will make the best decisions.

I challenge you to adapt an information sharing mindset and leadership style. Your team will benefit greatly from it.