Creating an Environment That Values Open Dialogue

Stop beating a dead intranet. If you’re leading employee communications, your job is NOT to shout carefully vetted messages from the ivory tower. Megaphones are for marching bands, not modern workplaces. The age of decreeing messages from the higher-ups with the expectation of silent compliance is over. We're in the era of dialogue, baby. The role of internal comms leaders is to create spaces where conversation flourishes—less shouting into the void and more stimulating discussion and debate. But organizations are still preaching from the corporate pulpit, expecting rapt attention from the masses. We're hoarding communication channels at the top while the rest of the organization starves for a voice. So why aren't companies democratizing communication? 1. Fear of relinquishing power: There's this stodgy notion that open communication equals chaos. In other words, fear rules the land, with lords worried about losing control if the serfs start having a say. 2. The illusion of open-door policies: Slapping an "open-door" label on a fundamentally closed communication system doesn't magically make it inclusive. 3. Hierarchical hangovers: The corporate ladder is still a thing, and it's casting long shadows over who gets to speak and who gets to listen. 4. Lack of tools (or will) to change: Either organizations are stuck with tools from the digital Stone Age, or there's resistance to adopting new platforms that foster open dialogue. But they should reconsider because… ⚡ Great ideas can come from anywhere, not just the C-suite. Open communication channels are where innovation thrives. ⚡ Employees who feel heard are employees who stick around.  ⚡A vibrant, open communication culture is the best kind of strategy an organization can hope to have. ⚡ When communication flows freely, trust follows. And in today's world, trust is the currency of choice. So, how can you get started democratizing your internal comms? 1. Adopt the right tools: Invest in platforms that are designed for the modern workplace, where dialogue, not monologue, is the default setting. Hint: your emailed internal newsletter and your creaky intranet site aren’t it. 2. Flatten the communication hierarchy: Encourage leaders to mingle in the digital town square, sharing, commenting and—most importantly—listening. 3. Train, don't just tell: Equip everyone with the skills to communicate effectively in an open environment. 4. Celebrate the voices: Recognize and reward those who contribute to the conversation. Make it known that every voice matters—and mean it.  #internalcommunications #employeecommunications #ThatAshleyAmber

As part of my work, I often conduct confidential employee interviews to assess a company's culture. Invariably, I find that employees have unvoiced good ideas bubbling just below the surface, waiting to be heard. The irony is that while the leaders I'm working for want to hear the unvarnished truth, they haven't yet figured out how to get their employees to provide it openly. After all, if the leaders didn't want the truth, I wouldn't be conducting these confidential interviews in the first place. It strikes me that power imbalances lie at the heart of this disconnect. Human societies are inherently hierarchical, and the workplace is no different. While useful in some ways, hierarchies present barriers to communication. The power wielded by people with C-Suite and management roles is great for getting things done but it also casts a long shadow over employees’ psyches. The best ideas are found in deep and free conversation, and power imbalances are largely unhelpful to creating nuanced discussion. Even when leaders explicitly encourage employees to be truthful, the power differential creates an underlying risk assessment in the employee's mind. They weigh the potential rewards against the risks of complete honesty.  In the context of this power imbalance, remaining guarded can seem like the best strategy. The truth is out there, waiting to be told, but it often gets lost somewhere between the ego of the power holder and the uncertainty of the subordinate. To move forward, it is up to the leader to equalize the power imbalance within the frame of a conversation or meeting. Their leadership role doesn’t go away, but any barriers created by it must be lowered in order to get to the truth. The better a leader is at equalizing that power imbalance, the deeper and realer the conversation gets. In my experience, the best way to do this is by creating ground rules establishing open communication, proactively championing diversity of thought, and fostering a sense of respect and agency. People believe what they see, not what they hear, and they need to see their leader commit to hearing all voices even when it’s difficult. In the absence of such safety, self-protection wins. People hunker down and focus on making it through the day instead of driving progress. Hierarchy does not equate to a monopoly on innovative thinking. Real progress demands thoughtful communication, and any barrier impeding that exchange also stands in the way of business getting better.

The silent killer of your team efficiency: Closed communication. Closed communication loops can stifle innovation, breed resentment, and hinder progress. A 5-step plan to break out of closed communication loops: 1. Establish 'No Interruption' Zones • Set dedicated times for open discussion where all team members can share their thoughts without fear of interruption • Create a safe space by establishing ground rules, such as no judging, no interrupting, and respecting all perspectives • Encourage participation from everyone, especially quieter team members who may hesitate to speak up in typical meetings 2. Conduct Communication Audits • Regularly assess the effectiveness of your communication channels in promoting open dialogue and collaboration • Use anonymous surveys or one-on-one interviews to gather honest feedback about communication strengths and weaknesses • Analyze the data to identify patterns, bottlenecks, and areas for improvement in your communication processes 3. Implement 'Silent Meetings' • Begin meetings with a period of silent, written communication where all participants write down their ideas, questions, and concerns • This approach levels the playing field, giving everyone an equal chance to contribute without the pressure of speaking up in front of the group • Review the written feedback as a team, addressing each point and ensuring all voices are heard and valued 4. Encourage 'Active Listening' Workshops • Provide training for your team on the principles and techniques of active listening • Teach skills such as paraphrasing, asking clarifying questions, and maintaining an open, non-judgmental attitude • Practice active listening in role-playing scenarios and real-world conversations to build trust and foster two-way communication 5. Analyze Open-Door Policy Effectiveness • Gather data and feedback to evaluate the true openness and accessibility of your leadership team • Track metrics such as the frequency and duration of employee-initiated conversations, the diversity of individuals who take advantage of the open-door policy, and the outcomes of these discussions • Use this information to identify gaps between the intended and actual effectiveness of your open-door policy, and take steps to bridge those gaps Remember, breaking out of closed communication loops is an ongoing process that requires consistent effort and commitment from all levels of the organization. Start small, be patient, and lead by example. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

🗣️✨Creating Safe Spaces for DEI Conversations: A Path to True Inclusion Creating a safe space for diversity, equity, and inclusion (DEI) conversations is not just a checkbox—it’s a commitment to building an environment where every employee feels heard, respected, and valued. Organizations unlock the power of diverse perspectives when employees feel safe to speak up about DEI issues without fear of backlash or judgment. Here are key strategies leaders can use to create an environment that promotes open dialogue and psychological safety: 👉 Lead by Example: Model vulnerability and openness by sharing your own DEI journey. This sets the tone for transparency and encourages others to speak up. 🔑 👉 Promote Psychological Safety: Establish a culture where employees feel safe expressing their ideas and concerns without fear of reprisal. Acknowledge their perspectives without judgment. 🙌 👉 Encourage Active Listening: Teach managers to listen empathetically, seeking to understand rather than respond immediately. They must reflect on what’s being said to ensure all voices feel heard. 👂 👉 Create Dedicated DEI Forums: Set up regular, structured spaces for DEI discussions through employee resource groups (ERGs) or town halls, to facilitate open, honest dialogue. 🗓️ 👉 Address Issues Swiftly and Transparently: When concerns are raised, act promptly and transparently. Show that, as a leader, you are committed to addressing DEI challenges head-on. 💼 🌍✨ By implementing these strategies, leaders build trust, strengthen relationships, and foster a culture of inclusion where all employees can speak openly and confidently. #InclusiveWorkplaces #PsychologicalSafety #SafeSpace #OpenDialogue #InclusiveLeadership __________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. I help leaders create workplaces where all individuals feel valued and want to stay. Would you like more DEI+ insights? 🔔 Ring the bell on my profile and follow me. 👉 For insights on creating truly diverse and inclusive organizations, subscribe to my DEI+ Newsletter. The link is on my profile.