How to Foster Open Feedback

🤐 "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 

Psychological safety isn’t a “nice to have.” It’s the foundation of every high-performing team. But let’s be honest: Most teams don’t feel safe. Here’s what that looks like: — People stay silent in meetings — Mistakes are hidden, not discussed — New ideas are shared in DMs, not out loud — Feedback is rare — or sugar-coated That’s not a sign of weak people. It’s a sign of weak leadership. Here’s how to build real psychological safety: 1. Listen to understand, not respond — Focus fully on what’s said without interrupting — Pause thoughtfully before replying 2. Welcome different opinions — Ask: “How do you see this differently?” — Encourage curiosity, not dismissal 3. Normalize healthy disagreement — Say: “Disagreement helps us grow — let’s explore it” — Stay calm and curious, not defensive 4. Respond to mistakes with learning, not blame — Ask: “What’s the lesson here for all of us?” — Celebrate courage to try, even when it leads to mistakes 5. Be vulnerable first — Share your doubts openly — Say: “Here’s where I’m stuck — any ideas?” 6. Create emotional safety — Make it clear: “All feelings are valid here” — Notice and address emotional undercurrents early 7. Encourage open feedback — both ways — Ask: “What can I do differently to help you succeed?” — Show gratitude for honest feedback 8. Build and maintain trust — Be consistent, honest, and transparent — Say: “Here’s what I’m working on — let’s keep each other informed” 9. Praise publicly, correct privately — Recognize achievements openly — Use the “feedback sandwich” for tough conversations 10. Support autonomy and growth — Say: “Feel free to experiment and learn — I’m here to support you” — Trust your team to build confidence and growth You don’t need to be perfect. You just need to be intentional. Because when people feel safe, they stop holding back — and start showing up. 🔁 Find this helpful? Repost for your network. 📌 Follow Natan Mohart for practical leadership insights.

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

Everyone Talks About Psychological Safety, But Here is How to Make it Happen. 6 proven ways to foster psychological safety at work: 1️⃣ Encourage open communication: Actively solicit your team's feedback, opinions, and ideas. This will create a culture where everyone feels comfortable speaking up. Speak last in group settings. ↳Example: "Thank you for the presentation, Rashmi. Before I share my thoughts, I'd like to hear feedback from the rest of the team first." 2️⃣ Be inclusive: Embrace diversity and ensure all voices are heard, regardless of their role or background. By valuing everyone's input, you create a sense of belonging and encourage diverse perspectives. ↳Example: "Jill, I know you have extensive experience in customer research. We haven't heard your perspective yet. What impact do you think this change can have on client retention?" 3️⃣ Show vulnerability: Admit when you don't know something or have made a mistake. This humility sets the tone for open communication, where team members feel safe discussing their mistakes and doubts. ↳Example: If you set an incorrect timeline: "You know what team, I clearly underestimated the effort needed here. My projections on the timeline were off. Let's re-baseline basis what we've learned." 4️⃣ Establish clear expectations: Clearly define roles, responsibilities, and goals, so team members understand their part in the organization's success. This clarity helps create a safe space for them to contribute and take risks. ↳Example: "Given that we are approaching launch, Mark will lead the overall readiness and cutover plan. He will send weekly updates and coordinate with each function on their expected deliverables." 5️⃣ Foster a learning mindset: Emphasize the importance of learning from mistakes and seeing failures as part of innovation. By doing so, you create a culture where employees feel safe to experiment and invent. ↳Example: "I wanted to recognize the team's willingness to experiment, even though the feature delivered did not reduce customer contacts. Let's deep dive into the current response model and adjust it based on learnings." 6️⃣ Celebrate curiosity: Encourage team members to ask questions, challenge assumptions, and think creatively. By fostering curiosity, you unleash the team's diversity of thought. ↳Example: "Great question, Simon! I actually never thought of it from this angle of customer preferences. What next steps can we take to validate this?" These insights are inspired by "The Fearless Organization" by Amy C. Edmondson - and brought to you by Omar's Desk. PS: When your team feels safe being who they are, learning, contributing, and challenging the status quo to drive improvement, you know you've created a truly safe environment for them to deliver their best work. Image Credit: psychsafety. co. uk ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Fear of retaliations is the number one reason people don’t speak up at work. Creating a culture where employees feel safe to share their ideas and concerns is crucial. Here are 12 common barriers to speaking up and what you can do about them: 1. Fear of Retaliation ↳ Create and enforce anti-retaliation policies, and communicate them regularly to reassure employees. 2. Lack of Psychological Safety ↳ Encourage open dialogue and reward constructive feedback to show it’s valued. 3. Poor Leadership Communication ↳ Train managers to actively seek, acknowledge, and act on employee input. 4. Cultural Barriers ↳ Foster an inclusive culture that values diverse perspectives and ensures everyone feels heard. 5. Past Negative Experiences ↳ Address past issues openly and follow through with visible, meaningful change. 6. Lack of Trust ↳ Build trust with transparency and consistent follow-through on employee feedback. 7. Fear of Social Repercussions ↳ Normalize feedback by incorporating it into regular team meetings and practices. 8. Unclear Reporting Channels ↳ Provide clear, accessible systems for sharing concerns or ideas, both anonymously and directly. 9. Low Confidence ↳ Offer communication skills training and foster an environment where no idea is judged too small. 10. High Workload or Stress ↳ Streamline processes and create simple ways for employees to provide input efficiently. 11. Power Imbalance ↳ Empower employees with anonymous feedback tools or third-party mediation options. 12. Fear of Change ↳ Show how past changes have improved the workplace and involve employees in decision-making. Closing the Gap: When employees feel safe to speak up, companies thrive. Trust and communication are at the heart of it all. 📩Want Help? Is your HR department compliant, scalable, mistake-free, and optimized? If not, book a call with me and let’s discuss how I can help you. ✅ Bonus: Want a free Federal employment law compliance checklist? Follow my link in the comments and get it delivered right to your inbox. ⬇️ What other barriers have you seen, and how were they addressed? Let’s discuss below! ♻️ Repost to help your network. ➕ Follow Ricardo Cuellar for more content like this.

When tensions run high and uncertainty clouds the workplace, how do you deliver critical feedback, hold high standards and support your team? In this week's newsletter, I share a simple but powerful framework inspired by David Yeager’s research. Yeager’s work on motivating young people is useful for managers of people of any age. Because when people feel anxious, uncertain, or vulnerable (as many employees do today), they aren't just reacting to what you say… they're trying to figure out if you believe in them. Traditional ways of giving feedback like fear-based warnings, the infamous "compliment sandwich," or overprotecting employees from hard truths often backfire. People either feel shamed, patronized, or disconnected. Instead, Yeager offers the “Mentor Mindset” where high standards + high support = trust + growth. When people are more reactive than usual, this method is key. The newsletter breaks down a four-step script you can use immediately: How to open conversations with transparency How to validate emotions without minimizing them How to frame challenges as surmountable and meaningful How to explicitly offer support and stay present If you’re managing through turbulence right now, I hope this gives you a practical and compassionate roadmap, and I cannot recommend Yeager’s book 10 to 25: The Science of Motivating Young People more highly. Also useful for parents of teens :) #Leadership #ManagerTips #EmotionalIntelligence #EmployeeExperience #GrowthMindset

Great feedback is a shared conversation, not a one-sided list of issues and opinions. Even experienced leaders aren’t immune. Many feel uneasy  or avoid feedback altogether, worried it’ll backfire or strain the relationship. Because let’s be honest:   𝘨𝘪𝘷𝘪𝘯𝘨 𝘧𝘦𝘦𝘥𝘣𝘢𝘤𝘬 𝘪𝘴 𝘩𝘢𝘳𝘥. The timing. The tone. The impact. There’s a lot that gets in the way. Just saying “Are you open to feedback?” Can make someone brace for the worst. And yet, employees want feedback. Gallup data show that 80% of employees are more engaged when it’s  regular, clear, and focused on growth. Here’s what’s missing:  A 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻. A real, two-way one. 𝗙𝗿𝗼𝗺 𝗺𝗼𝗻𝗼𝗹𝗼𝗴𝘂𝗲 𝘁𝗼 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲 𝟱 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝘀𝗵𝗶𝗳𝘁 𝘆𝗼𝘂𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸: 1️⃣ Start with a question, not a critique. 🟢 Ask: “What’s your take on that client meeting?” 🟢 Let them share fully. Don’t rush to respond 🟢 Reflect back what you heard before adding input 2️⃣ Make your intent clear, not assumed 🟢 Say: “I have feedback to support your growth”  🟢 Ask: “How open to that are you right now?” 🟢 Use “I noticed” instead of “you should” 🟢 Stay focused on shared goals, not just gaps 3️⃣ Build the solution together 🟢 Ask: “What’s one thing we could try next time?” 🟢 Ask them for ideas before offering your own  🟢 It helps avoid defaulting to your solution 4️⃣ Recommit to growth moving forward 🟢 Ask: “What will help you keep building this skill?”  🟢 Reinforce the why behind the feedback  🟢 Agree on how you’ll support their next steps 5️⃣ Invite feedback on your feedback 🟢 Ask: “How was this helpful or not?” 🟢 Explore what would make it easier next time 🟢 Be open to adjusting how you give feedback Make feedback a two-way conversation.  Not a download. Not a judgment. Just two humans…talking, learning, growing. How do you prepare to give honest feedback? —————————— ♻️ Repost to share this with your team or leaders. 🔔 Follow Justin Hills for human-first leadership.

Great PMMs are great communicators. Yet, I've noticed many PMMs shy away from directly communicating issues/conflicts. So here is my 3-step approach to communicating conflicts: Granted, no one likes to confront others or share negative feedback. Earlier in my career, I did everything possible to skirt the problem. But that just led to simmered frustrations and resentment, creating a distrustful work environment for everyone. This is why direct communication is so important: ✅ Open, honest conversations build trust. Sharing difficult things shows our vulnerability. Doing the opposite—burying the problem or talking behind people’s backs—leads to distrust and a breakdown in psychological safety. ✅Constructive feedback is essential for personal and professional development, no matter how uncomfortable. We miss opportunities to grow and improve when we avoid giving or receiving it. This is also an essential leadership skill. ✅ Small issues can turn into significant roadblocks if not addressed. Direct communication can help dispel any misunderstandings quickly and help put the team first. ❓ So how do you confront issues directly the next time you feel someone stole your credit, the product team is keeping you in the dark, or something else? 1️⃣ Focus on the problem and not the person. Before approaching a conversation, take time to organize your thoughts. Focus on specific behaviors or outcomes you observed rather than personal attributes, and stick to the facts. 2️⃣ Choose the right time and place: Timing is everything. You can find a private and neutral setting where you can speak openly without distractions or interruptions. I recommend doing this in a 1-1, after the event has passed a bit (but don’t wait so long that the momentum is lost), so everyone can objectively reflect back on the incident. 3️⃣ Practice active listening: Approach the conversation with empathy and be ready to listen. Be open and ready to receive feedback in turn. Understanding the other person’s perspective can help you reach a mutually beneficial solution. Here is to better communications! What has worked well for you? P.S. The image is of the amazing Liz Fosslien! #productmarketing #growth #career #coaching