Best Ways to Solicit Input from Team Members

Ever been on a team that's too quiet? Not focused-quiet. But hesistant-to-speak-up quiet. I once worked with a leader whose motto was: "Silence is 100% agreement." We would chuckle politely. Our silence wasn't agreement. It was fear. Here's what I've learned after nearly two decades coaching people leaders. People don't need to find their voice. They need to feel safe using it. Here are 6 ways to create that safety, without forcing anyone to speak before they're ready: 1. Listen to learn ↳ Pause before responding: "Help me understand your thinking on…" ↳ Reflect back: "Here's what I heard, did I get that right?" ↳ Let people know when their input reshapes your thinking 2. Build confidence before the spotlight ↳ Pair teammates as "thinking partners" to test ideas before meetings ↳ Use 1:1s to help less vocal members frame input as exploratory questions ↳ Normalize iterations. "What if we considered…" often sparks breakthroughs. 3. Model transparent communication ↳ Share your thinking: "Here's my view and why I see it this way…" ↳ Be open about uncertainty. It gives others permission to speak ↳ It's okay to change your mind in public when presented with strong alternatives 4. Facilitate solution-building sessions ↳ Ask: "What would success look like for everyone involved?" ↳ Use "Yes, and…" to build momentum, not shut it down ↳ Try brainstorm rules: build on others' ideas before introducing new ones 5. Disagree without making it personal ↳ Start with: "We're debating the approach, not anyone's expertise" ↳ Use neutral framing: "There are different perspectives here" ↳ Keep feedback focused on outcomes and impact, not personality 6. Make space for the quiet thinkers ↳ End with: "Let's reflect for 24 hours before deciding" ↳ Send pre-reads with clear reflection prompts ↳ Start key conversations with a few minutes of silent thinking When you shift from demanding participation to designing for it, you're not just changing meetings. You're redefining how power flows through your organization. How do you create space for insight that isn't loud? ♻️ Feel free to share if you're working toward conversations where every voice has room. ➕ If you lead people, this space is for you. Follow me, Michelle Awuku-Tatum for insights on: ↳ Human-centered leadership, resilient teams, and intentional culture.

They say “it’s lonely at the top,” and this certainly can be the case. But, it doesn’t need to be this way. As a leader, I’ll be the first to admit that I need feedback too! I make sure my team is aware of this and will often solicit their feedback for my own learnings and improvement. Feedback can be tricky though. It can be awkward to deliver…and awkward to receive. And if you’re anything like me, it’s sometimes hard NOT to take it personally. Here are some tips on how leaders can solicit feedback from the team: 1️⃣ Embrace the balance of +/- feedback Getting only one side of the story isn’t going to get you anywhere. Make sure your team knows that you’re open and receptive to both praise and constructive criticism. In many cases, team members won’t hesitate to praise, but they struggle to give valuable feedback that can lead to improvement. Make sure your team knows you’re ready and willing to hear this. 2️⃣ Have a plan to solicit feedback It can be awkward to ask your team to share their thoughts out of the blue. My suggestion is to come up with a cadence or consistent opportunity that allows them to provide feedback in a psychologically safe place. For instance, consider ending your weekly 1:1’s with a repeat question  like “What is one thing I can do to better support you?” or “What should I start or stop doing that will help you succeed your professional goals?” 3️⃣ Welcome some discomfort No matter how established your plan is, the other person may feel uncomfortable sharing feedback upstream. Avoid asking questions that can be answered with “yes” or “no” and set up your questions so they know you’re genuinely interested in what they have to say. Make sure they understand that you’re open to hearing their thoughts without repercussions or consequences. 4️⃣ Seek to understand When someone gives you feedback, you want to listen in a manner so you can respond and validate that you heard them.  The goal here is to understand different points of view without feeling the need to be defensive. It may be important to ask for specific examples so you can connect the dots back to the opportunity to learn. If anything is unclear, use the opportunity to gain clarity during the discussion. 5️⃣ Make giving feedback a team habit One of the best ways to ensure psychological safety and create stability for the team is to normalize conversations around feedback. Invite the criticism and take notice of opportunities to provide praise. You might think you’re already doing this but when you make a true priority, you’ll feel the shift and never look back. Leaders who surround themselves with trusted colleagues that feel safe and comfortable giving feedback will always shine brighter. ☀️ What do you think? If you're a leader-->Do you solicit feedback from your team? If you report to a leader-->Do you feel comfortable sharing your feedback? #whatinspiresme #feedback #leadership

Try this strategy to get better feedback from your team Picture this: You just spent 15 minutes of a group meeting reviewing your plans for an upcoming project. You painstakingly walked through each detail, key opportunities, potential roadblocks, and next steps. You brought this group together to help provide feedback. But now you’re now staring at a room (or a Zoom screen) of completely silent colleagues. “What feedback do you have?” you ask. A few shrugs. A half-hearted “Looks good.” And…nothing. I’ve been there. Want to get better feedback on your ideas from your team? Try this simple shift: Instead of asking, “Any feedback?”, reframe it to: “What’s missing?” Why this works: ✅ It signals your idea isn’t final and there’s room for their input. ✅ It makes team members feel more comfortable pointing out gaps or concerns. ✅ It invites collaboration rather than approval. ✅ increases buy-in. Because when people contribute, they commit to the idea. This strategy is especially valuable when developing new strategies, launching a program, or preparing for a big presentation. The best ideas are built together. When will you use the “What’s missing” strategy this week? Try it, and message me to let me know how it goes. I’d love to hear!