Getting to “Yes” by Filling the Information Bucket

Photo by David Waschbüsch: https://www.pexels.com/photo/assorted-color-paint-buckets-1887946/

Everyone has a requisite level of information they need to be digest in order to accept a new idea, or accept some change (AKA get to “yes”). This level of information is different for everybody. The analogy of a bucket is useful.

1. Some people have information buckets the size of a toy beach bucket.
2. Some people have a 5 gallon pail of an information bucket.
3. Some people have a 55 gallon drum of an information bucket.

Type 3 people are often misunderstood as completely resistant to change. In reality, they just need a lot more information to accept change. It’s our job as leaders to work through this.

When change, a concept, or anything new is first introduced, the bucket starts off empty. It is our job to 1.) take the lid off the bucket and 2.) fill it.

Step 1: Take the Lid Off

Why do we need to take the lid off? Most people exist in a default state where they are closed off to change and new information. If we don’t take the lid off the bucket, new information we pass along will hit the closed bucket and roll right off.

It’s important to get people out of this default state before we try to “get to yes.” As a communicator of new information, it’s our responsibility to prepare our communication partners to receive this new information.

While there are some best practices, this is a bit of an art. Everyone thinks differently. Everyone receives information differently. Everyone processes information differently. It’s important to remember that our approach and message needs to be customized for the person we are talking to. Unfortunately, it can take some trial and error to find the right process and message.

Step 2: Fill the Bucket

Once the lid has been removed, we can actually provide information! Again, our message still needs to be customized for the person we are talking to.

While providing information is easy, it’s extremely important to listen to our communication partner. Providing information adds drops to the bucket. Satisfactorily answering questions adds gallons to the bucket. While we can’t address every single concern, we can acknowledge each and attempt to work through it.

Some will ask questions that come across blunt, mean, nasty, or condescending. It’s not always meant that way (though sometimes it obviously is). We need to bear in mind that everyone communicates and thinks differently. The way the question is asked can be a reflection of how full (or empty) their bucket is.

Summary

We can get people to “yes” for a new idea of change by investing communication time with them. This time is spent listening to them, answering their questions, and acknowledging their concerns. It’s a two step process:

1. Remove the lid from their bucket so that they’re open to new information
2. Provide the new information, answer questions, and acknowledge concerns

Some people will get to “yes” much faster than others. That’s OK. Don’t mistakenly label someone with a large bucket as completely resistant to change. Everyone is different. It’s our job as leaders to work through this.