The effectiveness of a leader with a strong POV depends on how they communicate it.

You don't always need to have an opinion, but when you do, be clear on its strength.

I can’t count the number of times I’ve entered a situation with a strong POV, only to have a blindspot lit up by another teammate’s POV.

“Oh yeh. I didn’t even think of that.”

There is no doubt that leaders with strong points of view (POV) provide a clear vision and direction for their team and the company.

However…

The effectiveness of a leader with a strong POV also depends on how they communicate it.

Effective leaders must balance their strong opinions with the ability to adapt based on feedback and changing circumstances. They must also value diverse perspectives and be self-aware, especially when it comes to recognizing how their POV impacts others.

Mihika Kapoor, a seasoned product leader at Figma, shared an insightful strategy for balancing assertiveness with inclusivity on a recent episode of Lenny’s Podcast, and it really resonated with me.

Here is Mihika’s framework for communicating the strength of opinions to foster a more collaborative and respectful team environment.

High conviction: “I feel very strongly about this. Here’s why. Always open to your feedback.”

Use this to communicate that you have a firmly held belief or opinion while still staying open to other’s feedback.

Low conviction: “Here’s my theory. I don’t feel strongly about this and would love to hear your POV.”

Use this to communicate that while you have a theory, you aren’t tied to it and would love other opinions to help strengthen your conviction.

No conviction: “I don’t have an opinion on this. I will defer to you.”

Use this when you don’t feel it is super important to have an opinion on a matter. This empowers others to form their own opinions and choose their own path forward.

You don’t always need to have an opinion to be an effective leader. In fact, not being overly opinionated can actually lead to stronger leadership as it encourages listening, empowers others to make decisions, and demonstrates humility.

By categorizing your opinions into three levels of conviction, you not only clarify your own stance but also invite the values and input of others on your team. This is crucial for building a resilient, innovative, and cohesive group.