Even though being inclusive is a popular leadership trait these days, there are still reasons that leaders don't ask for input. Whether you're a leader feeling hesitant about seeing what everyone thinks of your idea, or you're an individual contributor wondering why your leader never asks, here are my thoughts.

Have you been in an important meeting during which you sat on the edge of your seat, trying to jump in at the right time, only to – when you finally do – get the floor swept away again by someone else? This is stressful and anxiety-provoking, and these emotions have the negative effect of impeding our best thinking.

Most teams have experienced a moment in which a team member throws a wrench into the conversation. A "yeah, but" kind of offering. It might be a warning of what's to come, the lingering dissatisfaction with a past decision, or simply an alternative perspective of the topic at hand.

In The Fifth Discipline, Peter Senge illuminates the key to achieving personal mastery. I think of personal mastery as becoming the best version of ourselves. It doesn't mean that we don't have more to work on (we always do). It does mean that we get to master-level effectiveness in knowing ourselves and knowing how to achieve that which we intend to achieve.