‘I don’t know’ is a leadership act that invites others in. (Karakusevic)
It all depends on the voice. I can say, ‘I don’t know’ with heavy heart and sloped shoulders, a voice of resignation, a paralysed feeling. A sense of no way forward. This may be a voice that I speak to myself, to others, when I encounter unfamiliar territory, new experiences, fresh challenges. It can leave me feeling stuck, lost, hopeless. I’ve heard this voice whisper in my own head from time to time and I’ve felt its debilitating effects.
I’m learning that I can use a different voice too: ‘I don’t know - but I’m really curious to find out. Let’s start something and see what happens!’ This voice comes from a free place, a spirit of playful inquiry, a willingness to experiment. It’s a voice that releases me, invites others to contribute, draws people in. It’s an approach to co-creative leadership that liberates and empowers. It’s at the heart of coaching: the power of not-knowing to release knowing in others.
This approach to living and leading can build optimism and agility in organisations where things are ambiguous and uncertain. No surprise, therefore, to see 2 new books in 2015: ‘Not knowing’ (D’Souza & Renner) and ‘Nonsense – The Power of Not Knowing’ (Holmes). Not-knowing frees us from the pressure to know and allows us to explore new ideas, new horizons, new paradigms. It enables us to embrace the future with open minds and hearts.
So I’m noticing resonances between current thinking, my Christian spirituality (e.g. ‘Cloud of Unknowing’) and what I’m discovering through experimental fields (e.g. Gestalt). And I’m very curious to hear from others who live, work and play in this not-knowing space too. How do you create and sustain a not-knowing mindset? How have you applied it to your leadership or coaching practice? What benefits of not-knowing have you found to be true?
Nick is a coach, trainer and OD consultant.