You’ve seen it happen. The team meets, discusses issues, and comes to apparent conclusions largely influenced by the biggest-title-in-the-room. Then, after the meeting, a few people huddle in the hallway saying the things that should have been said in the room. The color interpretations. The queries about “what that really meant when so-and-so said that thing.” The next courses of action…or in-action.
One of the bigger reasons that face time in the office is so important is because it’s those people who are physically present that are most able to join the meeting after the meeting. I’ve seen it happen over instant messaging though too, but it’s not the prominent medium for meetings-after-the-meetings.
Or maybe you aren’t invited. If you’ve ever made some great decisions in a management meeting only to later discover that things aren’t going the way you thought you decided they should, then you probably missed the meeting after the meeting.
Just imagine the benefits to the business in terms of aligned, purposeful actions of even a 50% improvement in in-meeting open discussion and real decision-making. If you want to make those after-meetings superfluous, here are a few ways to encourage more of open discussion and, yes, even conflict in your meetings:
Maybe it is, but I wouldn’t know about that. As with most complex issues that are bound up in irrationality as much as logic, the goal is to reduce the impacts, not to fundamentally change human nature. There are ways to do that. Good luck!
Follow this link to read all Top Ten Uncomfortable Truths About the Business of Doing the People Business.
I'm Alicia Parr. I am a fractional Chief People Officer and organizational engineer for growth businesses making the leap from small to mid-sized. I use people science and a coaching orientation to solve hairy people problems and navigate the speedbumps of fast growth. I can help you and your business be even greater than you already are. Join the conversation below by commenting or contact me directly.