The Two Magical Phrases To Transform Your Company Culture

For as long as we’ve all been alive, we’ve had it drilled into our minds that leaders must come in with the answer. It doesn’t matter if we’re coming into a company, a room, a conference, a speech or a meeting. If we don’t have the answer, what will people think of us, right?

There are two fantastic phrases we will examine today that will distance you from so many other leaders who don’t dare to use them. Ever. However, if you do, they could transform the people, culture and results you can achieve.

First, I’d like you to imagine an employee or colleague in the C-suite asking you a question and you say the following three words:

I. Don’t. Know.

Magical Phrase #1: I Don’t Know

“I don’t know” may seem unsettling to those of you in a leadership role, if not outright terrifying. Why would we want to say we don’t know the answer? After all, we’re supposed to know these things! Of course, reality tells us this simply isn’t possible. We can’t know everything. Nobody can.

So there are two options before us:

1) Pretend we know everything when we really don’t and try to fool people

2) Embrace the fact we don’t know everything and communicate comfort with this reality

As the second option is more practical, how do we align ourselves with what we don’t know while conveying quiet confidence?

We can do that by opening up problem-solving and discussing things with others. In doing so, we aren’t trying to present ourselves as all-knowing beings who are the organization's only source of clarity and new ideas. We are empowering team members. We are elevating their opportunities to grow and shine. We are creating an environment of collaboration versus competitive silos. Therefore, even though many see these three words as a weakness, I believe when you practice saying “I don’t know” regularly, you can absolutely view it as a strength.

A variation on this phrase: When you don’t know the answer but may know a resource for the answer, you might say, “I don’t know, but I do know somebody who might be able to help.”

Will this relieve some pressure and feel liberating to you? I don’t know.

However, I do know this much – a transparent leader who asks for help will be viewed with more respect and trust than one who keeps opportunities from a team that deserves them. We all have our weaknesses. Own yours without a trace of guilt about it.

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Magical Phrase #2: What Do You Think?

I’ve seen firsthand how small changes in communication can dramatically impact team dynamics and business success.

This brings us to the unexpected power of our second phrase:

“What do you think?”

Again, much like we discussed in the use of “I don’t know,” you might feel the weight of always needing to have the answers. After all, isn’t that what leadership is about? But I’m here to challenge that notion and introduce you to a more empowering approach.

When you ask your team, “What do you think?” you do more than just seek an opinion. You’re signaling that you value their input, trust their judgment and believe in their potential to contribute meaningfully to your business. Is it better to have all the answers or to cultivate an environment where the best solutions can emerge? I’ll assume you view the latter more favorably, as you should. By gathering diverse perspectives, you’re not just making people feel good - you’re building better, more innovative answers to your business challenges.

The transformative power of “What do you think?” can catch team members off guard - in a good way. It’s especially impactful in organizations where top-down decision-making has been the norm.

Your team members, especially those newer to the industry or from different backgrounds, can offer fresh insights you might not have considered. This keeps your business agile and adaptable in a rapidly changing business landscape.

However, let me be clear: this is NOT about abdicating your decision-making responsibility. It’s about enhancing it. You’re still the captain of the ship, but you’re leveraging the collective intelligence of your crew.

To make this approach truly effective, create an environment where all ideas are welcome. Give your team a heads-up that you’ll seek their input, allowing them time to consider the issues at hand. This preparation often leads to more thoughtful and productive discussions.

I’ve seen businesses transform when owners consistently ask for and value input. It builds trust, fosters innovation and increases engagement. But it’s equally important to follow up after decisions are made. Explain your rationale, especially when you’ve chosen a direction different from what was suggested. This transparency reinforces the authenticity of your approach and helps your team feel genuinely valued.

As the leader of any organization, you’ll still face situations that require quick, decisive action. The key is to balance collaborative approaches with decisive leadership as the situation demands. This balance demonstrates your confidence and ability to navigate complex business challenges.

I encourage you to extend this approach beyond your immediate team. Consider seeking input from various stakeholders, even those not directly involved in a project. This broader perspective can lead to more robust solutions and better alignment across your organization.

Don’t Just Say It. Deliver It.

Implementing “What do you think?” as a leadership strategy involves more than words.

It requires creating a culture of openness, trust and collaborative problem-solving. When done right, this simple phrase can unlock the full potential of your team, leading to better decisions, increased engagement and a more innovative business culture.

The true power of “What do you think?” lies not just in the question itself but in your genuine desire to listen, consider and act on your team's insights. By mastering this approach, you can tap into your organization's collective intelligence and drive it towards greater success.

As your leadership coach, I challenge you to incorporate “I don’t know” and “What do you think?” into your daily interactions. Observe the changes in your team dynamics and decision-making processes. I’m confident you’ll see positive shifts that will benefit both your team and your bottom line.

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If You Like The Power Of These Two Phrases,

There’s A Lot More Where They Came From.

If you’re a leader struggling to connect with others on your team, delegate responsibility with confidence and create an environment where people fully understand how you want them to get from here to there, talk to Spitulnik Advisors. We can help you define the long-term, the journey toward your biggest goal and the complete picture of what it will look like when you reach that destination.

Give us a call today at 312.593.3181 or email [email protected] .

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