As a leader, you may feel the pressure to include multiple perspectives—but does this sometimes slow progress?
Involving everyone in decision-making can lead to an overemphasis on “welcoming all perspectives” in the name of engagement. While diverse input is valuable, the key to innovation and progress lies in striking the right balance.
Overengagement often stems from a culture of FOMO (Fear of Missing Out). If your organization has fostered a culture of overinclusion, then you’re likely familiar with chaotic meetings, endless input, and calendars cluttered with invites.
At its core, this issue stems from fear—a fear of leaving people out, missing a great idea, or disrupting relationships. But what’s the cost?
Overinclusion at the wrong times breeds confusion, disorganization, and stagnation. On the other hand, making decisions in a vacuum isn’t the answer either.
Leveraging Talent at the Right Time: The Key to Trust and Efficiency
Building a culture that strategically leverages talent is pivotal. Instead of over including, focus on what people truly need:
To feel heard—knowing their perspectives are valued, even if not always acted upon.
To be acknowledged—recognizing contributions in a meaningful way.
To be valued—understanding their strengths and where they fit best.
To be part of something greater—connecting their work to a larger mission.
When these needs are met upfront, overinclusion becomes unnecessary. People will trust you, the process, and their colleagues, allowing them to engage when it truly matters.
The Role of Structure and Clarity
Uncertainty breeds anxiety. When people are unclear as to when their input is needed, they are more likely to overcontribute, seek continual reassurance, and have side conversations which lead to misalignment.
The solution?
Provide clarity on how and when perspectives will be integrated. Assure your team that every insight is valued, and will be used at the right time for maximum impact.
Create a Plan for Inclusion, Not Chaos
Pre-plan effectively – Define your vision and how decisions are made. Identify key stakeholders and decision makers early.
Strategically evolve ideas – Patrick Lencioni's "Six Types of Working Genius" framework offers valuable insights into leveraging individual strengths for optimal team performance. Not everyone has to contribute at all times.
Limit meeting sizes – Cap discussions at 6-8 core members and bring in “ad-hoc” contributors only when necessary. This allows for focused and diverse perspectives without the chaos.
Intentional structure transforms inclusion from a bottleneck into a strategic advantage—an advantage that fosters engagement while maintaining forward momentum.
Comments