When Silence Says Too Much

Ever been ignored?

How did it make you feel?

Better yet—were you ever picked last for a team?

Didn’t feel good, did it?

Now consider your organization: are people being ignored?

Are they asking questions that go unanswered?

Do they need help while we tell ourselves we’re too busy to deal with them?

One of the expectations of leadership is to create the kind of environment where people can do their best work.
That starts with setting the example.

Leaders respond.
And not just eventually.

They respond timely.

Leaders don’t make people feel ignored.

Let me repeat that:

Leaders don’t make people feel ignored.

When a leader fails to respond, a team member may start thinking, “Wow, must be nice to be a leader and not care about anyone else.”

Or worse—they may take it personally.
They may start to believe you have a personal issue with them.

And when that happens, they’re no longer set up to help the team win the day.

Leadership requires self-awareness.

How are you sounding?

Are you responding?

What is your tone communicating?

Is the example you’re setting a good one?

This is especially true when it comes to responsiveness.
How we respond is how people will interpret their value.

Ignore someone, and they may feel they don’t matter.

Respond promptly, and your team will feel they do.

Time is the most precious gift you can give—be generous with it.

Leaders respond.
They respond well.

People matter.
Help them feel it—by engaging and responding.

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Intersecting Life, Luxury, and Leadership,
Chris Adams

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