A common mistake many leaders make is jumping right into a discussion without considering whether the team member on the other side of that discussion is open to what they have to say. In the busy pace of a leader’s day, it’s easy to miss this and as a result, leaders often go from one meeting to the next, without giving much thought to another person’s level of receptivity.

 

Simply put, we define receptivity as one’s openness to another person’s views. When another person’s receptivity is high, they are much more likely to consider our views and to also share their own. Discussions with high receptivity are more collaborative, engaging and respectful, even when the subject matter is a tough one.

 

Take a step back and consider your team’s receptivity in 1-1 and team meetings. What do you notice about their behaviour? For example, do they seem:

 

1.  Closed, argumentative or negative?

2.  Aloof, guarded or withdrawn?

3.  Quick to agree or overly enthusiastic?

 

If so, receptivity is low and as a result, any action your team takes as a result of that discussion is more likely to reflect compliance instead of true buy-in.

 

High receptivity is easy to spot. You can tell someone is receptive when they are listening, asking questions, and expressing their views, including dissenting views.

 

As a leader, isn’t that what you want from your team?

 

While receptivity can be influenced by a number of things, a leader’s behaviour is a significant factor that will either increase receptivity or stifle it.

 

What can you do to increase receptivity?

 

1. Be curious and open. Check your own level of receptivity to their views. If you aren’t receptive to their views, why should they be receptive to yours?

2.  Consider what is in it for them to have this discussion and tell them how you think they’ll benefit.

3.  Ask for your team member’s views before you give your own.

4.   Demonstrate your interest in their views by asking questions to truly understand what they think.

5.  Be present so that you are able to listen to understand.

 

 

Finally, if a team member is actively, productively participating in a discussion with you, acknowledge it. Let them know that you appreciate that they shared their opinions, provided input and considered yours. Recognize and reinforce highly receptive behaviour because this behaviour contributes to the effectiveness of your team.

 

In your next discussion, notice the other person’s behaviour and check their receptivity. If it’s low, adopting these strategies will help you positively influence it. You only need a little receptivity to start a discussion and you can build it as you go. It’s worth the effort because without it, why even bother having the discussion at all?