What to Do About Know-It-Alls

Has anyone ever called you a Know-It-All?

Would they, if they had the courage to say it to your face? Or if they thought there was any chance that you'd be receptive to the feedback?

Know-It-Alls can be a drag in the workplace.

We're not talking about the people who legitimately know a lot and are trusted sources of information.  You may be that, too. It's when you believe your voice has more to offer than anyone else's and you make it challenging for others to share their insights. That's when it gets tricky.

So if you are one, or if you lead one, here are some tips to point you in a different direction.

Is This You?

✅Notice if you're the person who always pipes up, has all the answers, wants to be the first & last one to speak.

• Let others speak, too.
• Let others answer. Even if you don't think they know what they're talking about. Even if you think your answer is better.

✅Notice if you have trouble being wrong or being seen as being wrong. The reality is everyone is wrong sometimes. Embrace the discomfort. You still have value.

• Be willing to be wrong.
• Open up to the idea that another person's perspective is valid.

✅Let everyone do their thing. You don't have to be the teacher or the principal. You don't need to point out that someone has a question or tell people the process and guidelines. Let people ask, discover, learn and contribute.

✅Be interested in others. Ask them questions. Learn from them. 

Learning to Lead a Know-It-All?

💡If you've got this personality on your team, here are some ideas on how to manage and guide them.💡

• Help your team get to know one another. The better they know each other, the more they'll understand and connect with each other.
• Foster trust and safety within the team by establishing the culture, the acceptable behaviors, and listening. 
  • When you've got a Know-It-All on the team, it's important for you to help them understand how their behavior impacts others. It's also up to you to set the boundaries that prevent them from monopolizing conversations without also dismissing, ignoring, or diminishing them.
• Guide the team convos-call on people, interrupt and re-direct if someone is monopolizing the convo. Explain how and when it's appropriate for each person to have a turn.
• Show your appreciation for diverse perspectives and knowledge. Champion and notice when contributions are helpful vs. when they are added noise and distracting.
• Address the less desirable behavior privately in 1:1s and reward the right behaviors publicly.
• Look for opportunities where sharing knowledge with others is part of the role instead of an attempt to gain the spotlight.

 Learn more on Insta  & in Friday's Mini but Mighty Lessons on Boss at the Helm on YouTube.