As funny as it sounds, many leaders work at keeping their teams guessing. With all the best intentions (usually), they believe that their dynamic and ever-changing behavior only serves to help others grow. I suppose there is some logic to this, but is it really more productive?
College is not about what we study so much as it is about learning how to think. If it were simply a matter of memorization, just about anyone could absorb enough to graduate. But it's so much more. Applying what we know in new and different ways is where real growth occurs.
In a leadership relationship, the best way to inspire creativity and strategic thinking is to be somewhat predictable. When a subordinate comes to his manager with an opportunity or a problem, he better well be prepared to discuss possible solutions as well. How does he learn to do that? He imagines the questions his leader will ask; learning to think like his boss.
The more ways in which others can visualize everything that goes into their leaders' decision-making, the faster they will be ready to move up. Resist giving the answers and instead ask the important questions followed by "and why?"
Here's an example. A busy executive is on the road 60% of the time, making her a moving target for her subordinates. As they try to find her to get answers and decisions, they're wasting valuable time. In most cases, they already know what her questions will be. Eventually, when everyone knows what the important considerations will be, we all make faster, more informed decisions. Bottlenecks are broken open when a leader's pushback is somewhat familiar and predictable.
We should teach our teams the questions. Make it a habit. Anticipating concerns, addressing big sticking points up front, and learning to get to the point are key skills for leaders who aspire to become C-level executives.
