QUESTION: I should stick to my decision, otherwise I will appear weak.
FACT: You should be flexible In changing a decision based on the merit of the case. This will generate more respect.
Once a decision has been made, withdrawing or changing it might be seen as a sign of weakness. Or, at least, many people think that way. These people will keep on arguing to prove that they have a better point than others. Most of the time, it’s their ego that drives such people’s decisions, and any criticism or suggestion is taken as an affront. such people will go to any extreme to defend themselves.
In the case of revisiting a previous decision, heated debates are the order of the day. However, having a rethink on a decision should not be construed as a post-mortem conducted to examine all things wrong with the decision. Alternative suggestions should be properly discussed, and advantages ,and disadvantages listed, before deciding on a change of tactic. There is a cost associated with any change. It could be in terms of training, capital expenses, resources, etc. The change should also be viewed from the perspective of the timeline available; and of course, whether the change meets with the business need is another priority. A manager’s job is to help people arrive at decisions; this also means that the manager has to allow for a change of mind because of new data; but then, the employee mustn’t be made to feel that the original decision was a mistake,
When it comes to changing a decision, the decision-maker should attend the review meeting with an open mind. The discussion should always be based on the Issue itself rather than on who made the decision and why it was wrong. It is wise to learn from mistakes which can then help in finding better alternatives. Sometimes, the decision-maker can throw a tantrum and walk out of a meeting, or be bent on proving that he was right. This will hinder the discussion for finding the right solution, while the person who is being adamant cuts a weak and miserable-figure.
The manager’s job becomes tough in these circumstances ,’since he would like to get this person involved in the new decision. The manager has to see to it that the meeting serves its purpose. But in some cases, he might have to call off the meeting and reconvene it when he has more information.
Flexibility is a much-liked trait. But when a person is flexible, it doesn’t mean that he doesn’t have a viewpoint what it means is that he is receptive to change. In discussions on a change of plan, it is not that one person’s idea gets a mandate, but that a hybrid solution emerges which contains the good points of various alternatives.
WHAT CAN YOU DO AS THE EMPLOYEE? YOU should be fearless in being a change agent if you feel it is good for your team or project. Prepare well for the meeting. You should provide strong justification to reopen a decision, and initiate a good discussion. Whatever is the team decision, you’ve got to implement it. If you are indecisive about changing your decision, then others, too, will feel the same about you.
WHAT CAN YOU DO AS THE MANAGER? It’s up to you to create an environment in which, when people change their mind, they are not perceived as being weak. If a person brings you bad news, you should take It positively. Everyone should be encouraged to speak their mind. It is never too late to Identify an issue or speak about it, if new data point demands such a discussion.
