Ever watched a founder dismiss valuable feedback with “We’re different! We have our unique way!”?
I’ve witnessed this scenario repeatedly while working alongside early-stage startups. It creates a twinge of both sadness and frustration – especially after investing significant time and effort into their venture.
Here’s what many founders miss: when you stop listening to the people you hire, your team gradually stops offering insights. This communication breakdown silently erodes your business foundation.
This isn’t suggesting your team knows more than you about your vision. But each person brings their unique strengths, expertise, and perspectives that could help you navigate blind spots.
Consider this reality: Many team members care deeply about your venture’s outcomes, especially those who negotiated equity. They sacrifice evenings and weekends, adjust personal plans, and pour energy into building something meaningful alongside you.
When someone offers a perspective that challenges your thinking, try viewing it as free consulting rather than criticism. That alternative viewpoint might help you:
- Identify overlooked operational inefficiencies
- Reveal process bottlenecks slowing your progress
- Spotlight team dynamics issues before they become toxic
- Validate customer pain points you hadn’t considered
- Prevent costly resource allocation mistakes
Next time someone brings you challenging feedback, pause before responding defensively. Ask yourself: “What if this perspective helps us avoid burning through cash too quickly or making avoidable mistakes?”
Why hire intelligent people if you’re not leveraging their intelligence to strengthen your position?
The most effective founders I’ve observed treat diverse perspectives as valuable data points rather than threats to their authority. This approach doesn’t diminish your leadership – it enhances it.
What’s your experience with handling feedback that challenges your thinking?