Encouraging Open Communication During Change

🤐 "Dead Air" on Zoom? It’s Not Disengagement — It’s Cultural. 🌏 Your global team is brilliant, but meetings are met with silence. You ask for input, and… nothing. It’s not that they don’t care. It’s cultural. In many cultures, challenging a leader publicly can feel disrespectful. Speaking up might risk "losing face." So, instead of collaboration, you get cautious nods, and critical ideas die quietly. 💥 The cost? Missed feedback, hidden conflicts, derailed timelines, and talent feeling unseen and unheard. But it doesn’t have to be this way. 🚀 Here’s how to encourage real participation and build trust across cultures — starting today. 1️⃣ Invite opinions privately first. Many cultures value privacy and may hesitate to disagree publicly. Before the meeting, send out an agenda and ask for input by email or private chat. This gives team members time to reflect and feel safer sharing. 2️⃣ Create "round robin" sharing moments. During the call, explicitly invite each person to share, one by one. Use phrases like: "I’d love to hear a quick insight from everyone, no wrong answers." This reduces the fear of interrupting or "stepping out of line." 3️⃣ Model vulnerability as a leader. Share your own uncertainties or challenges first. For example: "I’m not sure this is the best approach — I’d really value your perspective." When you show it’s safe to be open, your team will follow. 4️⃣ Acknowledge and validate contributions publicly. After someone shares, affirm them clearly. For example: "Thank you for that perspective — it really helps us see this from a new angle." This builds psychological safety and encourages future participation. 5️⃣ Use cultural "mirroring" techniques. Mirror verbal and non-verbal cues appropriate to different cultures (e.g., nodding, using supportive phrases). Show respect for varying communication styles instead of forcing a "one-size-fits-all" dynamic. ✨Imagine meetings where every voice is heard and your team’s full potential is unlocked. Ready to stop the silence and turn diversity into your superpower? #CulturalCompetence #GlobalLeadership #InclusiveTeams #PsychologicalSafety #CrossCulturalCommunication 

Peeling Back the Layers: How Transparent Leadership Can Address the Full Spectrum of Organizational Challenges In the vivid illustration of an onion, we see a stark representation of problem awareness in companies: Executives see just 4% of the problems, team managers see 9%, team leaders see 74%, and staff sees 100%. This metaphor sheds light on the disconnect that can occur within the hierarchy of an organization. To bridge this gap, leaders must adopt strategies that foster open communication and active engagement at every level. Here's how: Flatten the Hierarchy: Encourage a culture where feedback flows freely up and down the organizational layers. This means creating more opportunities for staff to directly communicate their challenges to top management. Reduce Administrative Burdens: As leaders climb the corporate ladder, administrative tasks often consume their time. Streamlining these processes with technology or delegating effectively can open up more opportunities for leaders to engage with front-line challenges. Implement Regular Check-Ins: Team managers and leaders should schedule regular, informal check-ins with staff to understand the day-to-day issues that may not surface in formal meetings or reports. Lead by Walking Around: Executives should spend time on the ground, engaging with teams and individuals to observe the challenges firsthand. Foster a Safe Space for Reporting Issues: Ensure that there are no negative repercussions for staff who highlight problems. This will encourage a more transparent and problem-solving oriented culture. By peeling back the layers of hierarchy and encouraging a culture of openness, leaders can see beyond the 4% of problems visible from the executive suite, becoming more effective and responsive to the needs of their organization.

Good communication requires repetition, especially during change. You might feel like you’ve said the same thing ten times already, and that can be frustrating. But for your team, it might be the first time they’re truly hearing it. I often say: 7 times, 7 ways. That’s not about dumbing things down, it’s about honoring how humans absorb change. Because when change hits, stress rises and reading comprehension, retention, and focus drop. Even the sharpest adults can feel like 4th graders when the future feels fuzzy. And let’s be real, you might be feeling frustrated or stuck; wondering why the message isn’t landing or why you have to keep repeating yourself. Here’s what’s easy to forget: 💭 You’ve had a head start. 💭 You’ve known about the change. 💭 You’ve had time to process, to ask questions, to imagine what’s next. Your team on the other hand is just beginning that process. That’s not a shortcoming; it’s a leadership advantage. One that can make things easier for others. So here’s your nudge to: 🗝 Say it more than you think you need. 🗝 Use different channels and formats: email, meetings, visuals, 1:1s all work great. 🗝 Make space for questions, even if you’ve answered them before. 🗝 Keep connecting the dots between the change, the strategy, and what it means for them. Because when you’re getting tired of your message… that’s when it’s finally starting to land. 💬 What’s one communication tactic that’s helped your message stick? #Leadership #ChangeCommunication #ExecutivePresence #PeopleFirst #StrategyToMovement #OrganizationalChange

Clear strategy. Solid plan. Adequate resources. Yet your transformation is still struggling. The missing ingredient? Effective communication. I've learned that communication can make or break your change efforts. Here are the critical dos and don'ts that separate success from failure: 1. DO start with why before what DON'T jump straight to implementation details 2. DO tailor messages to different stakeholder groups DON'T use one-size-fits-all communication 3. DO address the "What's in it for me?" question DON'T assume people automatically see personal relevance 4. DO communicate regularly and consistently DON'T go silent during difficult phases 5. DO create two-way dialogue channels DON'T rely solely on top-down messaging 6. DO acknowledge concerns and resistance openly DON'T dismiss or minimize people's fears 7. DO use visual communication tools DON'T depend only on verbal or written messages 8. DO prepare leaders at all levels to communicate effectively DON'T expect executives alone to carry the message 9. DO celebrate early wins and progress DON'T wait until the end to recognize achievements 10. DO communicate honestly about challenges DON'T sugarcoat difficulties or overpromise results Communication isn't just part of change strategy — It IS your change strategy. Which do you find most challenging to implement in your organization?

Danger in the White Space: The Vital Role of Honest Communication in M&A Integration    In any M&A integration, one of the greatest risks lies in the proverbial “white space” — the absence of clear communication.    When information is lacking, team members fill the gaps with assumptions, which are often misguided or flat out wrong.    I recently sat down with my fellow integration gurus, Lisa Clarke and Dr. Pamela Mattsson, PhD. Here are our top four tips to foster honest communication: 1. Communicate decisions early: Address changes head-on instead of withholding tough news. Be clear about what is changing and why. Preparing your team for potential shifts is far better than delivering bad news at the last moment. 2. Acknowledge uncertainty: Instead of pretending to have all the answers, which is rarely the case during integration, leaders should embrace the unknown. Phrases like “the plan is evolving, but we’ll keep you updated” can reduce panic, fostering solidarity among team members. 3. Encourage feedback: Open dialogue is key. Host town halls and one-on-one sessions where employees can voice concerns and insights, to create trust and empower your teams. 4. Admit mistakes along the way: Leaders can show their human side by acknowledging mistakes and being vulnerable. Statements like “I think we screwed this up” can break down barriers and foster a culture of trust.     Honest communication may require courage, but it’s essential during an integration.    By prioritizing open and direct conversations, you can navigate challenges more effectively and build a resilient organization.   #PostMergerIntegration #HonestCommunication #LeadershipInAction #MergersAndAcquisitions __ Hey, I'm Sangeeta! If this resonated, follow along as I share real stories and lessons on how companies unlock results—or DM me for a free consulting call. Link to my website in the comments. 

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

Too often, leaders say they want honest input but then get defensive when they hear it.  This shuts down open communication and leads to a culture of yes-men. If you truly want your team to be transparent with you: 1. Create a safe space for sharing candid thoughts  2. Listen with an open mind, even if the feedback stings 3. Dig deeper to understand their perspective 4. Thank them for their honesty and courage to speak up 5. Use the input to grow as a leader The more you demonstrate that you can handle the unvarnished truth, the more your people will trust you with it.  And that honest dialogue is the foundation for a high-performing team.

If your comms strategy during change is "wait until we know 𝒆𝒗𝒆𝒓𝒚𝒕𝒉𝒊𝒏𝒈 before we say 𝒂𝒏𝒚𝒕𝒉𝒊𝒏𝒈," you’ve already lost. Transparency isn’t a "nice-to-have" during times of rapid change. It’s the only thing that keeps a team grounded when the ground is constantly shifting. If leadership goes silent, the watercooler theories start flying: "Are we hitting or missing our goals?" "Is a feature being sunset?" "How will our role change as a result?" Compare that to what we’re seeing from the best companies, who are rallying their people toward a mission, not demoralizing them: - Transparent, direct messaging 🎯 - Manager prompts 🤝 - Async videos & updates from execs 📹 - All hands with open Q&A 🙋 - Open door policy 🚪 Change is always coming, but when employees understand the context, they lean in and go the extra mile. When trust goes up ⬆️ Speed goes up ⬆️ And cost goes down ⬇️ — The Speed of Trust by Stephen M.R. Covey

Frankly… Invite them inside! Almost 3 months ago, the topic was “part the curtain” – to offer your team a glimpse of the innerworkings of the broader organization and specifically leadership activities. By now, the transformation is taking shape and the changes are impacting individuals. There could be new organization structures, new ways of working, new leaders, new products. It would be a great time to have very open dialog with your broader team. More than just a “status update”, open the floor for that two-way dialog about all the changes… listen to your team’s concerns – really listen. Are things working as expected or are there surprises? Is everyone sufficiently informed and more importantly “bought-in” to what is “new”? At this point, it’s the organization’s responses to the changes that matter. Adjustments may be required if the response is misaligned to the mission. Thank the team for their courage in absorbing the change, and their efforts to make it work, but be sensitive to hear where something that was supposed to be easier is now harder… acknowledge it and engage in deeper understanding. You only succeed when they succeed – help them. People, Passion, Performance Frank

Change isn't the problem—your silence is. Remember: your strategy is useless if your people don't understand how to help you deliver it. A simple framework for communicating through change looks like this: 1. What? Tell them what has changed. Be concise and direct to make sure everyone understands exactly what's changing. Most organizations stop at #1. 2. So What? Next, explain the relevance. Why does this change matter? Connect the dots between the change and its impact on your people, whether it's new opportunities, improved processes, or overcoming potential challenges. 3. Now What? End with action. What comes next? What do your people need to do? Make sure you're providing clear guidance on what needs to be done, who is involved, and any deadlines. This turns the message from information to action. Obviously, any #changemanagement exercise is highly context dependent. But by applying this formula, and repeating it over and over and over, you'll have a much better chance of actually delivering on your strategy. #internalcomms leaders: how do you think about helping teams and leaders navigate through #change? #ChangeManagement #StrategicCommunication #Leadership