#ThursdayThought – The Yes Person
Yes people are a difficult person to have in your organization for a variety of reason and challenges that they propose.
The tend to be pleasant and agreeable people, which seems to be in short supply in many organizations.
They can frustrate leaders by never giving their full and true opinion on critical matters.
They help stroke the ego of prideful leaders, and can tempt many leaders to adopt a prideful persona.
They generally provide little to no innovation because they just go with the flow.
They don’t always give honest feedback, and hold back from uncomfortable conversations.
The won’t hold a leader accountable as they’d rather just agree and move on.
They won’t buck the system and challenge status quo.
They tend to be solid on core company mission but generally weak in overall culture.
They are in prevent mode for their career and reputation.
Yes people provide a leader with a tremendous challenge in working to create within the individual a dissenting yet positive viewpoint without ramifications.
For many yes people, it will take a leader many conversations over time to reassure you value their opinion, even if it’s contrary to your own. These can tend to become weary, but with a willingness on the yes person’s part and persistent positive reassurance of the leader, progress can be made towards transforming the yes person to a valued person with their own voice.
Work with your “yes people” to create a type of employee that you see resides within themselves.