Importance of Open Communication in Teams

"Clear & Fast Communication" is one of our core values and the backbone of successful teamwork. Without it, even the most talented teams can struggle to achieve their goals. Over the years, I’ve learned that effective communication isn’t just about sharing information—it’s about ensuring understanding and alignment. One of the first steps to clear communication is setting expectations. When everyone understands their roles, responsibilities, and the desired outcomes, it eliminates confusion and ensures that everyone is working toward the same goals. Regular check-ins are another essential practice. Whether it’s a daily stand-up meeting or a weekly progress review, these moments provide opportunities to clarify questions, address challenges, and celebrate progress. They also foster a sense of accountability and connection among team members. Listening is just as important as speaking. As a leader, taking the time to hear your team’s concerns, ideas, and feedback creates a culture of trust and openness. It shows that their voices matter and encourages collaboration. Using tools and technology to streamline communication can also enhance teamwork. Platforms like project management software or group messaging apps ensure that information is accessible and organized, reducing the chances of miscommunication. Lastly, clear communication involves being transparent. Sharing the “why” behind decisions and providing context for changes helps your team stay engaged and motivated. It transforms tasks into meaningful contributions to a larger mission. Clear communication isn’t just a skill—it’s a commitment to building stronger, more effective teams. By prioritizing clarity and understanding, you create an environment where collaboration and success thrive.

You can never over-communicate. This is one of my core management principles. In leading any organization, no matter the size or structure, you must actively, intentionally, and repeatedly communicate. And I am not just talking about team emails or town halls, both of which are important. I am talking about communication in all forms—formal and informal, verbal and written, broadly transmitted and delivered one-on-one. We often think we've done "a lot" of communicating. But even when we feel like we've hit every channel and made every point clear, there's always someone out there who still feels in the dark or disconnected from the mission or message. This doesn’t mean you’ve failed—it means you're human, and so are your teammates. But it also means that there is always room for more connecting. Maybe you need to enlist other messengers? Maybe you need to re-examine your message or your delivery? Most people don't just want to have an understanding of what's going on—they want to know how they fit in. This is especially true in mission-driven organizations where financial compensation takes a back seat to intrinsic rewards. People want to feel like they matter and that their work contributes to something bigger than themselves. Your team can’t connect to the mission unless you tell them exactly what that mission is. And then tell them why that mission is important. And then tell them how important their roles are in that mission. And then tell them all of that again and again. Effective communication isn’t about repetition for repetition’s sake—it’s about connection, clarity, and culture-building. When you bring people along, they are not just doing the work—they’re owning the mission. So, yes, send that extra email, give the extra update, or pop into a team member’s office one more time. Chances are, someone wants to hear more about how they can help move your mission forward. #Communication #Leadership

We’ve all experienced those team meetings that don’t go as planned.  But what if I told you there’s a powerful way to turn things around? That power is respect. I once had a team divided over a project’s direction. Instead of choosing sides, I decided to listen. 𝘙𝘦𝘢𝘭𝘭𝘺 listen. I gave everyone my full attention and showed them that their opinions mattered. What happened next was incredible. The anger melted away. People started building on each other's ideas instead of tearing them down. We found common ground and suddenly, we weren't enemies. We were problem-solvers working towards the same goal. Respect isn’t just about being polite. It’s about truly valuing each other’s viewpoints, even when you disagree. It connects different perspectives and turns conflicts into opportunities for growth. So, the next time tensions rise, try this: 1. Create a safe space for open discussion. 2. Listen without interrupting. 3. Validate feelings, even if you disagree. 4. Look for shared goals. 5. Build on ideas instead of shooting them down. Lead with respect, and watch how it transforms your team. It’s not just about resolving one conflict. It’s about creating a culture where creativity and collaboration thrive.

The times I learned the most about my team and the times I connected most with my team didn’t happen in my office . . . it happened on the flight line, at base operations, out in the field spending time with my team in action. An open-door policy is a common leadership practice—inviting team members to come to you with their concerns, ideas, or challenges. There’s nothing wrong with it. But there’s a significant difference between being available and being truly engaged. A reactive open-door policy means waiting for your team to approach you. While it’s important, it often leaves the responsibility on them to initiate the conversation. In my experience, this can create a barrier, especially for those who might be hesitant to speak up. Contrast this with a proactive approach: blocking time on your calendar to walk around, check in with your team, and engage in meaningful conversations. It’s about taking the initiative to connect with people, understanding their needs, and offering support before they even have to ask. This proactive engagement not only builds trust but also fosters a culture where communication flows freely, and challenges are addressed before they escalate. As leaders, our goal should be to create an environment where our teams feel seen, heard, and supported. So, keep the door open, but don’t forget to get out of your office and connect with your team. #leadership #LeadershipDevelopment #FlyingInTheFaceOfFear

Being open and honest at work is still viewed by many as "being too risky" an undertaking. It's amazing to me that in 2024 we still hear stories where honesty and transparency are openly expressed but, not adhered to in practice. It's as if there are two policies; one that is publicly held and trumpeted by leaders and another privately held, that determines an organization's real behavior. People at work want to speak up because they know well the issues causing organizational dysfunction. These are shared continuously at the water cooler, in small group settings, and are universally known and understood. As a leader, these is the information that I would want / need to know. Wendy Hirsch, in a 2017 article written for ScienceForWork, shares three key points about psychological safety: 1) Psychological safety exists when people feel their team is a place where they can speak up, offer ideas, and ask questions without fear of being punished or embarrassed. 2) Perceptions of psychological safety are strongly related to learning behaviors, such as information sharing, asking for help, and experimenting, as well as employee satisfaction. 3) Things that may help to cultivate psychological safety include support from your colleagues and a clear understanding of your job responsibilities. Underlying all three of these points is the realization that we need consistent and collaborative communication with our people and teams at every level every day. Role clarity, peer support, interdependence, learning orientation, and positive leader relations don't happen successfully without this. Managing the execution of your business is similar in that nothing happens without consistent communication. Communication that occurs through: 1) Collaborative (written) development of job responsibilities and annual goals, 2) Goal development focused on driving key organizational initiatives and aligned with others, across business functions, and 3) Oversight and measurement of progress that drives the organization toward its desired outcomes. Without effective communication, none of these activities will matter. When we lack a framework for communicating with our people on a consistent basis and have no common language, we leave the door open to assumptions, misinformation, and other negative activity that causes conflict and erects barriers to progress. Ultimately these challenges delay or derail organizational success. Transparency and honesty require everyone on a team to talk with each other, no matter their rank, position, or title. If we can't call somebody out when necessary, trust is eroded, and we stand to lose the psychological safety we've built into our workplace. Psychological safety is a value worth fighting for. Does your organization have two policies on speaking out? #culture #leadership #psychologicalsafety #execution For more on this topic and other elements of leadership, check out https://lnkd.in/gXpc_pyu

I have learned that candor and transparent communication form the bedrock of effective leadership. Throughout my leadership career, I have applied these traits in times of growth and crisis. Candor enables transparent communication, even when it's uncomfortable. Cultivating a culture where issues are discussed readily, removes the fear of delivering bad news. Especially if there's a customer impact, the trust in transparent communication means you can immediately inform your CEO and business leaders without fear of reprisal or reprimand. It’s important to share not just successes, but also struggles and opportunities. This level of openness can be challenging, but it's essential for building trust. When a team has respect and trust with each other it means you can focus on solving problems rather than assigning blame. When facing issues, the conversations center on how we collectively solve them, who’s being impacted, and how to prevent similar situations in the future. Transparent communication isn't always comfortable, but it's crucial for building trust, both within teams and with stakeholders. This has helped me and my team, turn challenges into innovation and growth opportunities. #leadership #candor #communication