While jointly writing checks to pay bills, one party says to another, “We need more stamps.” While the first party may simply be acknowledging a need, he/she is more likely, by implication, making a request of the second party to buy stamps. Communication by implication is fraught with risks.
Consider these implied messages from mangers to employees.
“We need to be more responsive to clients.”
“We need to improve our on-time deliveries.”
“We need to reduce overtime.”
In each of these examples, the person hearing “we,” may not see the need to do anything differently because the manager has retained co-ownership of the issue. Consider making the requests with the pronoun “I.”
“I would like for you to be more responsive to our clients.”
“I want you to improve your on-time deliveries.”
“I would like for you to reduce overtime in your department.”
By using the pronoun “I,” the manager owns the expectation and more clearly assigns the responsibility for achieving the expectation to the employee.
I understand the importance of teamwork and I get “there is no “I” in team. I also believe that leaders who use the pronoun “I” more clearly identify their expectations. And they do so without diminishing teamwork.