How to be an Open-Minded Supervisor at Work

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  • 0:03 Open-Mindedness
  • 0:44 Supervisors in the Workplace
  • 2:58 Lesson Summary
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Lesson Transcript
Instructor: Artem Cheprasov
This lesson goes over the concept of open-mindedness. First, you'll learn what this is, and then we'll go over some of the ways by which supervisors can showcase this skill at work.


Have you ever met a person who doesn't change their opinion about a belief they hold? Not in the sense that they have a firm sense of conviction in what they believe in; rather, they don't want to hear the other side. We might call such a person stubborn or closed-minded.

Well, the opposite of that is open-mindedness: the ability to actively look for evidence that runs contrary to one's own knowledge, goals, or beliefs and then fairly consider any such evidence in light of prior knowledge on the same topic. Open-mindedness doesn't mean you have to change your mind on something. Neither does it mean that you are indecisive. Instead, open-mindedness means you are willing to fairly and actively engage and consider new knowledge, ideas, and arguments, even those that run contrary to your current knowledge base or belief system.

Supervisors in the Workplace

Open-mindedness is a good thing anywhere, with the workplace being no exception - especially if you're a supervisor. This lesson explores some ideas on how supervisors can become more open-minded in the workplace.

Hear Them Out

One great way to start being open minded is to give your staff the opportunity to be heard. This helps you practice your listening skills as well. You can even make time during the week, every week, for employees to speak out on any number of issues or offer suggestions on any issue or project.

You can encourage open-mindedness by:

  • Asking for input and suggestions from your staff
  • Asking questions about whatever input and suggestions they give
  • Refraining from passing immediate judgment - give it some time to sink in and evaluate their ideas more deeply based on your current knowledge.
  • Refraining from giving advice when you're the one asking for it

If one of your staff criticizes something during this process, note that an open-minded person accepts criticism without getting angry. The latter reaction will only close the doors of communication and thus the ability of your team to properly generate some great ideas.

By the way, all of this can apply to asking for comments and feedback from clients as well.

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