Saying No: Facing Fear
All through October we’ve been talking about the things that frighten us and how to face them. The last common fear that we’re going to cover is the fear of saying no. We all have it. This is one that I have a particularly hard time with. I hate to tell people no, but sometimes we have to in order to get the best outcome.
Why is it so hard for us to say no to people? Often we don’t want to hurt someone’s feelings or we’re afraid they won’t like us anymore. Saying no to our boss comes with some concern about how it will affect our career. The likelihood that someone will stop being our friend just because we said no to them is actually pretty small. Our real friends will understand if we can’t say yes to what they’re asking for. When we explain our reasons, they’re usually pretty cool with it.
As human beings we have empathy for those around us and we don’t want to hurt others feelings. We should consider though, will we be hurting that person more if we DON’T say no in this case? And when it comes to saying no to our boss, we could actually be hurting our company, department or our boss even more by holding back.
Saying No Scenario #1 – Peers
Have you ever had one of your peers ask, “Do you think this is a good idea?” Sometimes it’s not a good idea. The extreme cases are actually a little easier. “I’m going to stand in a bucket of water and hold on to these electric cables, do you think that’s a good idea?” That’s pretty easy to say no to. When the request is a little more nuanced it can be difficult to say no to our peers. We want them to like us. We want them to think we’re a team player and we want them to like us! How do we say no when our teammate has an idea that is not in the best interest of the team?
One way is to look back at our mission. Does this idea fit into that mission? Is it in the best interest of the team, the customer or the people we’re trying to serve? If the answer is no, that can be the basis for how to say no. You don’t have to limit yourself to just saying no. Thoughtful feedback to your coworker can get their idea more aligned with team goals.
Saying No Scenario #2 – As a Leader
Saying no if you’re the boss can be harder than it looks. Especially if you used to be on the team and then were promoted to being the boss. Looking someone you used to work with in the eye and telling them what to do can be challenging. Sometimes the people on your team will take actions or have ideas that you need to say no to. Just like with our peers, keeping the mission and best interest of the team in mind will help. Avoid being arbitrary about whose ideas you listen to and whose you reject. We want to evaluate suggestions and solutions based on merit, not on who brings them forward.
Sometimes you have access to information about the big picture that you should take into account when making your decisions. You may or may not choose to share this information depending on the situation. Don’t forget that one of our duties as a leader is to develop our team, so when you have to say no, keep giving that feedback on how that individual can make their idea or suggestion better so you can say yes in the future.
Saying No Scenario #3 – To our Boss
If saying no to our peers and our team is hard, saying no to our boss can be downright impossible. We owe it to our boss to ensure they have complete information or understanding of the impacts of a decision. We can ask, is this in alignment with our mission and in the best interest of the team? A lot of times the answer is maybe. Sometimes we have to pick our battles. If the decision won’t cause catastrophic failure or isn’t a clear violation of laws or regulations, maybe we let it go. If there will be a serious breakdown in accomplishing the mission or a clear conflict of our organizational core values, it’s time to speak up.
A technique that we’ve talked about before is the one challenge rule. The boss makes a decision, you speak up once to make sure that the boss has all the information. If the boss decides to go forward anyway, you said your peace and aired your objection. This may not result in the decision you wanted, but at least you tried to help your boss and your team accomplish their mission.
Saying No with Dignity and Respect
These are just a few examples of times you might need to say no to someone, but the principles are the same. When we do say no to someone, whether it is our peers, our team or our boss, we always want to do it with respect and dignity. Coming from a place of fear or anger can distort our message and break down relationships instead of making them stronger. We should always strive to build better connections with the people, even if it means telling them no.