No More “Know-it-Alls”

A recurring theme I see in senior business leaders is the desire to build a “growth mindset” within their teams. At Microsoft, CEO Satya Nadella calls it building a company where employees “stop being ‘know-it-alls’ and seek to become ‘learn-it-alls.’” We hear similar comments from firms like Accenture and Jump Associates (a Rattleback client).??

Maybe this is for good reason. In today’s culture, more and more experts are under increased criticism. At best they’re being treated with skepticism. At worst, they’re accused of being “know-nothing, know-it-alls.” Fortunately, the best thought leaders don’t start from an “expert mentality.”?

Learning Mindsets -> Thought Leadership?

The fact is that the most impactful thought leadership isn’t conjured in a vacuum from the mind of an “expert in a tower.” It’s discovered through systematic leaders / laggards research, qualitative exploratory interviews, and a unique ability to make sense of the findings.?

In short, it takes a learning mindset. One that only takes hold in a firm with a culture that enables discovery and values measured risk-taking. Places where people feel okay sticking their necks out a bit without fear of … (well, you know).?

Culture = 1 of 8?

Our thought leadership research has found that developing a culture that’s conducive for thought leadership to thrive is one of the 8 critical dimensions of building a high performing program. The right culture establishes:??

• Rigor. Firms set clear business goals for thought leadership outcomes. They demand standards for activities and quality. And they set guardrails on topics.?

• Commitment. Senior leaders make thought leadership a priority by budgeting non-billable time. Mandating it in job descriptions. And making participation critical to advancement.?

If thought leadership is struggling to take hold in your firm, take a good hard look at your culture. Ask your senior leaders a few clarifying questions:?

1. Are we outspoken enough about the importance of thought leadership to our business? Do we show its connection to our growth goals? Is participation tied to job performance??

1. Are we making the investments necessary for thought leadership to thrive? Do we regularly invest in original primary research to learn things no one else knows? Is our research deep enough to help us create products and services no one else can??

Now, Let’s Be Honest?

Are you nodding your head North/South as you read these questions? Or, are you shaking it East/West? If it’s the latter, we can help.??

This article was first published to the Rattleback weekly newsletter on professional services marketing. Visit our website to subscribe.