Do you ever say “no” to requests? Or do you find yourself saying “yes” too often?
You might believe that “yes” serves as a shortcut to success. After all, if you say “yes” to new challenges and opportunities more frequently, you gain new skills and knowledge.
Or you might feel it impossible to refuse requests from superiors. If your boss makes a request, you have no option but to put it on your plate with everything else.
Or you might prefer to avoid conflict and disagreement. As a result, you regularly end up saying “yes” more than you prefer.
But what if I told you that “no” distinguishes you as a leader who understands and manages their time, energy, and output.
The Strategic Value of “No”
Why do you need to know how to say “no?”
To start, every “yes” has a negative impact on time, focus, and stress. When you say “yes” too often, you overcommit on what you and your team can accomplish.
The key, then, is being strategic with your “nos.” When you master the art of declining requests which don’t align with strategic goals, you can better focus on what matters. And in doing so, you ensure your team’s resources are wisely invested.
Before you say “yes” or “no,” understand the following:
- The Request: That means talking about timelines, needs, ownership, and all of the other details. Also, are you or the team best able to handle the request? Be sure to ask questions and practice supportive communication.
- The Fit: Not only are details important, but also the alignment with existing priorities and goals.
- The Benefits: There might be other positives, such as learning opportunities or working across teams. These might influence the decision.
- The People: By saying “yes,” does it improve relationships or build rapport at work? Or are you taking one for the team? Consider these big-picture, people aspects.
- The Impact on Other Responsibilities: Other tasks will get bumped, and the impact should be clarified for existing tasks, responsibilities, and projects.
How to Say “No” to Requests
Show Appreciation and Understanding
Express gratitude. Assume the best, specifically that trust in you and your team’s ability to deliver served as the reason for the request. Thank the person, demonstrating that you value the consideration.
Recognize the Opportunity
Explain that you have thought about the request. This shows that your decisions are not rash, but rather measured and carefully considered. Note that this also enhances the trust and respect others have for you and how you lead.
Provide a Clear Reason
You might need to share your decision-making process. For example, you might say: “I looked at the team’s current commitments, and realized that Q3 will be especially busy with renewals. We wouldn’t be able to give this the attention it needs.”
Pro point!:
Get in the habit of requesting time to think. This relieves pressure, and also shows how deliberate you are with managing the workload.
Don’t commit right away.
For example: “I have a lot going on right now. I don’t want to say ‘yes’ and drop the ball, either on your work or my existing work. Let me get back to you later.”
What to Do When You Can’t Say “No”
Although hopefully the person accepts your refusal, such is not always the case. So what should you do when they make a firm, non-negotiable request?
If you must say “yes,” then you also need to discuss what tasks, responsibilities, and/or projects will need to be reprioritized. If you work on A, then B must be pushed back. And C becomes impossible.
Once you have shuffled priorities, confirm the new deadlines and expectations to prevent any misunderstandings.
Wrapping Up
The more you practice saying how to say “no,” the clearer your priorities become. Not only does this improve your effectiveness as a leader, but it also builds respect among your superiors, peers, and subordinates. They come to see you as level-headed and dedicated, saying “yes” wisely to further the team and company.
Remember: Saying “no” at work is a superpower.