How can you overcome decision-making paralysis?

Thinking for ourselves is how we really know what our next step to success is. Asking others questions is how we help others to think for themselves so that they can do the same. When I begin to lead a new team, it fills me with so much joy. It gives me the opportunity to lead more people, help more people, and spread my message even further. There is nothing better than leading a team through a transformation or a change, and seeing them grow throughout the process. My process is to ask the team a lot of open questions, so that I dig deep into their minds and get them thinking deeply. Some of the questions I ask, I already know what they are going to say. However, sometimes I have no idea.

My decision-making paralysis 100% was driven by fear" fear of failure, or doing something that didn't work. Here's the 3 things I did: 1) Like goal setting, I started breaking down my decisions into smaller decisions. By making them smaller, the stakes are lower & there's less pressure. Over time I got much more comfortable and the bigger decisions came easier. 2) Asking myself "what's the consequence if I make the wrong decision?" or "who cares if this doesn't work?" When you realize there's probably not a real consequence to making the "wrong" decision, or that doing something that doesn't, it's less stressful. 3) Growth mindset. You always get helpful information when you take an action, that helps you make the next decision.

I ask the team questions that they need to come up with the answer for. If they come up with the answer, then they have already bought-in. Whereas if they are just told what to do, it would be a lot harder for me to get the team’s buy-in. When the team are coming up with the answers and the solutions, everyone is bought-in, and everyone is involved in the decision making process. When you make a decision with your team, and value everyone’s input, the team will feel respected.

Highly effective leaders are always thinking long term. They are “big picture” thinkers. Their long term thinking is focussed on their people, not on the product or service that the organisation provides. Highly effective leaders know that when they are asking their team open questions, and getting them thinking deeply, they are increasing their influence with them. They know this because they are giving influence to their team, which in turn increases their own influence. Give influence to a person, and you will receive influence. Give to receive.

Asking open questions is thought provoking for your team member. It will create a spark in them to start thinking for themselves, and they will need to spend the time trying to come to the answer or the solution. So, let them spend that time thinking, and don’t rush them. A great way to challenge yourself when you are leading your team is, only lead them with questions. Do your very, very best to not give your team any directions whatsoever. The only answers you can give them to their questions is an open question. Do this for about a week, and see the difference in your team when they are forced to start thinking for themselves.

When you start to see a difference in how the team are thinking, share with them what you did. Influence them to only answer people’s questions with open questions to help others think differently and for themselves. This will increase their influence and your influence too.

Make decisions as a team. Involving and valuing your team’s thoughts, opinions, ideas and solutions will bring the team a lot closer. You will build trust, strengthen relationships and increase your influence for the good of everyone.