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A better way to approach this situation: "That's great! Love it! Out of curiosity, what inspired you to choose those colors and fonts?" Then, they still have ownership, but they also are given the chance to justify their choice and it starts a conversation that could lead to improvements, if necessary.
Unless you're genuinely curious, that would likely come across as passive-aggressive undermining.
This doesn't necessarily invalidate the advice, but Steve Jobs clearly did not abide but it (would critique icons at the pixel level, etc.), so it is demonstrably not universal advice for building successful companies.
This is an excellent mini-rule for habitual micromanagers. Like me :)
I think it's good to note, as Derek does, the distinction between "2 cents' worth" and larger changes that do require senior input - otherwise you're just being the manager that the team create ducks for [1]. This is where coaching skills as a manager can prove useful. If you feel there are some minor changes that could be an improvement, but don't want to impose your will/opinion, coaching ('ask') can be a better re…
If I take "coaching" attitude, I will take attitude of sports coach - observe, measure and explain why corrective action is needed. The action itself is a choice, mostly, but manager and coach should present a basis for it.
Continuing my my rant, I emphasize that manager and coach are external to the team, they view performance from outside (and often prohibited to look under the hood). This is the reason why open questions do not work - difference in view points creates difference in the context.
This doesn't necessarily invalidate the advice, but Steve Jobs clearly did not abide but it (would critique icons at the pixel level, etc.), so it is demonstrably not universal advice for building successful companies.
> Because of that small change, that person no longer feels full ownership of their project.
What kind of person is that who 1) thinks the ownership is 100% theirs when working in a team? 2) can't handle a little nitpicking? 3) feels it's less their work just because of a little change? 4) can't defend their work and resist those 2c?
This is advice for managing 2 year olds. As a manager, just be your reasonable self. The truth is key for a functioning team. Giving people feedback and letting them know where they stand helps build trust.
> It’s perfect. Great work! Let’s ship it.
Ditto!
I think the suggested comment It’s perfect. Great work! Let’s ship it. has its own set of issues. Firstly, while the conversation started with "I'm looking for input", the manager has suddenly moved it into a push for delivery. If the design was ready to ship, then that won't be an issue, but if all you're looking at is a mockup, or a slapped together stylesheet, etc, then what was an attempt an encouragement has jus…
I think Sivers can make the distinction between commenting on some draft wirh feedback welcome and a demo of some feature about to be released.
My personal & anecdotal experience has been that there are just as many managers who fail to engage well with draft-work as there are those who want to chip in their 2 cents on everything. There is definitely a class of managers who think they're offering encouragement but are so focused on the end goal that they fail to show respect for what has been achieved so far.
Of the two, I prefer those who offer unnecessary input to those whose only response is something them amounts to "is it ready yet?"
I would hate to see people read this advice and move from the first group to the second group without realising that they've traded one set of problems for another. I am quite confident that that is not Sivers' intent, but I think it is absolutely a gap in his post.
> The boss’s opinion is no better than anyone else’s.
All opinions are no better. Does not matter who. Throw out opinions altogether. In America we are obsessed with "our right to our opinion" and somehow have confabulated this to equal our individuality, our exceptionalism, and our success. We're unique to begin with, exceptional is only a hard earned reputation, and success is just a feeling. Case in point, unique is effortless because it takes effort to be identical to other people; no one has ever been exceptional without doing exceptional work; define success conveniently, and we're all successful.
> your opinion is dangerous
All opinions are dangerous. A doctor doesn't operate based on opinion. Engineers don't build rockets based on opinion. Programmers don't program based on opinion. Reality is fact based, not opinion based.
Don't add your 2 cents. Add something that's actually worth something. Faster, lighter, stronger, cheaper, smoother, more efficient, more succinct, more obvious, more fun... Better is measurable. If you need progress, you need facts. And if you start comparing "opinions" and find one is better, you're already seeking facts. Opinions about opinions is demonstratively far worse.
Of course, this is all professionally speaking. When consequences don't matter, we're free to indulge in our opinions because we all have them. They're automatic. But just because you thought something, it doesn't mean squat. If anything, opinions are funny. Off the clock, do and say whatever you want. But whenever you need to be real, share what you know, not what you think. The more you know the better. Never confuse this with the more you talk or the louder you voice your opinion. Bosses that authoritatively enforce their opinion are the worst.
And most importantly, know when you know. Because only then can you or anyone go gather facts before making that important decision. Talking and thinking is not gathering facts! Googling is.
If you're still wondering why Donald Trump is doing so well, it's because so many of us still live in an opinion based reality. He is the feel good candidate for his supporters. Hasan Minhaj just did an awesome piece on the Daily Show [0]. His supporters don't care what he says, and their opinions are hilarious. Not to mention they are all wonderful people. If not for politics, we'd all be holding hands in a circle.
For better or worse, democracy treats facts and opinions equally. But a good boss won't. They are not equal, and only one leads to true progress.
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[0] http://www.cc.com/video-clips/ukn1y5/the-daily-show-with-tre...
Earlier quoted context omitted.
Unless you're genuinely curious, that would likely come across as passive-aggressive undermining.
Try instead: I like it. How did you come up with that?