每日原则：以教育或促成共识为目的的沟通，不仅仅是为了获得最佳答案，故应让更多的人参与。

缺乏经验、可信度不高的人不一定需要参与决策，但如果相关问题牵扯他们，而你与他们并未达成共识，长期缺乏理解可能影响员工的士气和机构的效率。在某些情形下，这种情况尤为重要，比如你的员工既缺乏可信度，又十分固执己见（这是最差的组合）。除非你与他们达成共识，否则你会致使这些成为背地里的意见。但如果你愿意接受挑战，你就会营造一种让所有的批评意见得以公开表达的氛围。

Less experienced, less believable people may not be necessary to decide an issue, but if the issue involves them and you aren’t in sync with them, that lack of understanding will in the long run likely undermine morale and the organization’s efficiency. This is especially important in cases where you have people who are both not believable and highly opinionated (the worst combination). Unless you get in sync with them, you will drive their uninformed opinions underground. If, on the other hand, you are willing to be challenged, you will create an environment in which all criticisms are aired openly.