Does Your Open-Door Policy Work?

Are you a leader with an “open-door” policy? Does it work?

Many years ago, my buddy Alex went on a 7-year journey to track down the world’s most influential leaders and learn their secrets.

One day, he shadowed the CEO of a well-known, billion-dollar internet shoe retailer, joining him for meetings, following him around the office, and getting the lay of the land.

The next day, after a company-wide meeting, one employee approached Alex. He told Alex he’d seen him shadowing the CEO the day before and asked how he’d gotten so lucky. He wasn’t the only employee wondering.

So, before saying goodbye, Alex decided to ask the CEO directly: “Why don’t you let your employees shadow you?”

“I’d be happy to,” he responded, “but no one ever asks.”

After facilitating countless experiences with teams of all sizes, I've realized that expecting your employees to approach you, without intentionally making yourself approachable as a leader, creates a disconnect—even if you have an “open-door” policy.

If you're a leader who wants to foster exceptional company culture, you need to make the first move. And that move can be gratitude.

Gratitude for your employees looks like showing up and prioritizing time, resources, and energy in getting to know them.

CEOs: Do you make yourselves approachable to your employees? What's your strategy?