How to Foster Open Dialogue as a Leader

Real conversations at work feel rare. Lately, in my work with employees and leaders, I’ve noticed a troubling pattern: real conversations don’t happen. Instead, people get stuck in confrontation, cynicism, or silence. This pattern reminded me of a powerful chart I often use with executives to talk about this. It shows that real conversations—where tough topics are discussed productively—only happen when two things are present: high psychological safety and strong relationships. Too often, teams fall into one of these traps instead: (a) Cynicism (low safety, low relationships)—where skepticism and disengagement take over. (b) Omerta (low safety, high relationships)—where people stay silent to keep the peace. (c) Confrontation (high safety, low relationships)—where people speak up but without trust, so nothing moves forward. There are three practical steps to create real conversations that turn constructive discrepancies into progress: (1) Create a norm of curiosity. Ask, “What am I missing?” instead of assuming you’re right. Curiosity keeps disagreements productive instead of combative. (2) Balance candor with care. Being direct is valuable—but only when paired with genuine respect. People engage when they feel valued, not attacked. (3) Make it safe to challenge ideas. Model the behavior yourself: invite pushback, thank people for disagreeing, and reward those who surface hard truths. When safety is high, people contribute without fear. Where do you see teams getting stuck? What has helped you foster real conversations? #Leadership #PsychologicalSafety #Communication #Trust #Teamwork #Learning #Disagreement

𝐈𝐟 𝐘𝐨𝐮 𝐓𝐫𝐞𝐚𝐭 𝐄𝐯𝐞𝐫𝐲 𝐓𝐞𝐚𝐦 𝐌𝐞𝐦𝐛𝐞𝐫 𝐭𝐡𝐞 𝐒𝐚𝐦𝐞, 𝐘𝐨𝐮’𝐫𝐞 𝐃𝐨𝐢𝐧𝐠 𝐈𝐭 𝐖𝐫𝐨𝐧𝐠. I used to believe that a good Scrum Master treats everyone equally—gives everyone the same space, asks the same questions, and engages everyone the same way. I was wrong. Because the truth is, not everyone on your team processes information the same way. Some people think out loud. They dominate discussions, throw out half-formed ideas, and love fast-paced brainstorming. Others think in silence. They analyze, reflect, and won’t speak until they’re confident in their response. So when I ran retros and only the loudest voices dominated the conversation, I thought, “Well, I gave everyone a chance to speak.” But what about the people who needed time to process? What about the ones who were hesitant to share their ideas in front of a group? What about the voices that got drowned out—not because they didn’t have ideas, but because they weren’t invited into the conversation in a way that worked for them? Here’s what I learned about engaging different personalities on a team: 1️⃣ The Outspoken Contributors – Give them space, but guide the conversation. If they dominate discussions, gently redirect: “I love your perspective—let’s hear from someone who hasn’t spoken yet.” 2️⃣ The Quiet Thinkers – Give them time to process. Instead of asking for instant answers in a meeting, send questions in advance or provide a space for written feedback. 3️⃣ The Skeptics – These are the ones who challenge ideas. Instead of shutting them down, reframe their resistance as a strength: “You’ve raised a great risk—how do you think we can mitigate it?” 4️⃣ The Overwhelmed or Disengaged – If someone isn’t contributing, don’t assume they have nothing to say. Check in with them privately: “I’ve noticed you’ve been quiet—anything on your mind?” Sometimes the best insights come in one-on-one conversations. 5️⃣ The High Performers – These individuals push hard, deliver fast, and sometimes get frustrated with the pace of others. Remind them that a strong team wins together—not as individuals. The moment I stopped treating my team as one-size-fits-all, engagement skyrocketed. Because here’s the thing: ✅ Some people need the mic. Others need an invitation. ✅ Some people speak in meetings. Others speak in private. ✅ Your job isn’t to force everyone to engage the same way—it’s to create a space where every voice is heard. A quiet team isn’t always an engaged team. And a loud team isn’t always a productive one. 💡 So ask yourself: Are you really hearing everyone? Or just the ones who speak first? #ScrumMaster #Leadership #Agile #TeamDynamics #Communication

A question I hear far too often: “How can I make my team feel heard?” Here are 7 things I’ve learned: 1. Active Listening Make an effort to understand the message behind the words. • Focus on the speaker • Listen without planning a response • Nod, make eye contact, and subtly summarize their points This attentiveness shows genuine concern - they'll know you're fully engaged. Give them the power of your undivided attention. 2. Regular 1:1s Private check-ins make a big difference. They're opportunities to voice concerns or ideas they might not share in a group. Everyone has different needs. Provide individualized feedback and tailored support. Check in on them beyond their job description. 3. Anonymous Feedback Not everyone is comfortable giving direct feedback - it takes practice. Providing an anonymous way to do so can uncover issues you weren’t aware of. Act on this feedback where appropriate, and your team will see that every voice matters. Listen to everyone without bias. 4. Empathetic Responses Empathy in leadership is crucial. Phrases like “I can see how that's frustrating” or “That sounds challenging” validate experiences and encourage further sharing. Don't lead like a robot - show that you have a heart and care. Nothing is as powerful as feeling like you’ve been understood. 5. Encourage Participation Make it known that your meetings are a safe space. Just because you know it doesn't mean others do. No judgment. No fear of being "wrong." It's a refreshing reminder, especially for quieter members who don't often participate. 6. Follow-Up Actions Listening is fundamental, but action speaks louder. • If someone raises an issue or suggestion, follow up on it • If you can’t implement their idea, explain why Show that their input was valuable enough to warrant consideration. Then thank them for it. 7. Regular Team Surveys This has been a game-changer for my team. Craft surveys that cover the entire work-life spectrum. Encourage detailed, open-ended responses. Come back to them in 60 days to assess progress and uphold accountability. Discussing these insights together shows you're truly invested in their needs. Making your team feel heard is about cultivating an environment of trust and openness. It’s a blend of active listening, empathetic leadership, and taking tangible actions based on feedback. When your team feels heard, they feel valued. And a valued team is an empowered team. That's a wrap! If you enjoyed this: 1. Follow me Evan Nierman for more of these 2. Subscribe to my newsletter for more breakdowns like this: https://lnkd.in/g8MF5-6g

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

I once worked with a manager who couldn’t figure out why their team had such high turnover. It didn’t take long to see the issue—team meetings weren’t conversations; they were monologues. The manager dominated discussions, rarely pausing to hear concerns or ideas. Employees felt unheard, disengaged, and ultimately, they left. We focused on one simple but powerful shift: active listening. Asking open-ended questions. Paraphrasing to ensure understanding. Making space for real dialogue. The impact? Team members felt valued. Collaboration improved. Turnover dropped. Listening is a fundamental leadership skill that drives real results. #Leadership #Management #ProfessionalDevelopment #Growth #TeamBuilding #EmployeeEngagement #Listening #ActiveListening

It’s fun when a post takes off, right?!?! Recently one of my posts gained more traction than usual and a friend said something that really stuck with me. “It feels good to be heard and taken seriously.” Yes! It feels great to be heard and taken seriously. It’s validating. It reminds us that what we share matters. This got me thinking though, not about LinkedIn engagement, but about our employees. Not everyone is comfortable speaking up, whether in a meeting or even in a one-on-one setting. The quietest person in the room often has some of the most valuable, innovative ideas, but no one benefits if those ideas are kept quiet. On the flip side, some employees do speak up only to feel dismissed or ignored. Overtime, that dismissal silences them, leading to disengagement, frustration and ultimately turnover. As leaders, we have a responsibility to do better. Making employees feel heard isn’t just “nice to have”; it’s a cornerstone of engagement, innovation, and trust. So, how do we create a culture where every voice matters? Here are a few simple ways to start: ✅ Model active listening - Put down your phone, stop multi-tasking, make eye contact, and show you’re fully present. A small act, but it makes a big impact. ✅ Ask open-ended questions - Encourage employees to share their thoughts by asking questions like, “What’s your perspective on this?” or “How would you approach it differently?” ✅ Acknowledge ideas, even the 'silly' ones - Every idea has potential. Sometimes a seemingly off-the-wall suggestion lightens the room and sparks the brainstorming that leads to brilliant solutions. ✅ Follow up: If someone shares an idea or concern, circle back to show them you took it seriously. Even if it’s not feasible, explain why. It will build trust and reinforce that their input matters. When employees feel heard and taken seriously, you create an environment where they feel safe to innovate, engage, and truly invest in the organization’s success. As for my LinkedIn post? It’s just another reminder of the power of being heard, regardless of the workplace or a social platform. When we listen and value each other’s voices, amazing things happen. How do you help your team members feel heard? I’d love to hear your thoughts. And if you’re reading this—thank you for hearing me. ❤️ #fractionalhr #leadership

When I first started leading teams, I thought being a good communicator meant being a good talker. But I quickly learned that listening is more important than speaking. 👂 Active Listening Active listening is about giving the speaker your undivided attention, maintaining eye contact, and asking clarifying questions. It's about understanding your team members' concerns, ideas, and perspectives. By doing so, you build trust, avoid misunderstandings, and create a safe space for open communication. ✍️ Clear and Concise Language As a leader, you'll be communicating with team members who have different backgrounds, experiences, and communication styles. That's why clear and concise language is essential. Avoid using jargon or technical terms that might confuse others. Instead, use simple language and provide specific examples to illustrate your point. This helps ensure your message is understood and acted upon. 💬 Regular Feedback Providing regular feedback is an important part of effective communication. It's about sharing your thoughts and observations with team members in a way that's helpful and constructive. This helps your team members grow and improve, and it also shows you're invested in their success. 👀 Transparency As a leader, you set the tone for your team's culture. Transparency is about sharing information openly, explaining decisions and rationales, and being approachable. By being transparent, you build trust and credibility with your team, and you create an environment where people feel comfortable sharing their thoughts and ideas. ❤️ Emotional Intelligence Emotional intelligence is also important for effective communication. It's about recognizing and managing your own emotions to effectively manage others. Practice self-awareness, empathy, and social skills to build strong relationships with your team. 🤓 Asking Open-Ended Questions I've also found that asking open-ended questions can be a powerful way to encourage critical thinking, creativity, and collaboration. Use questions that begin with what, how, or why to stimulate discussion and exploration. 🚶 Being Approachable and Available Finally, being approachable and available is important. Make time for your team members, be responsive to messages and emails, and be willing to help. By doing so, you create a safe and supportive environment where people feel comfortable coming to you with questions, concerns, or ideas. Effective communication is a skill that takes practice, patience, and persistence. It's okay to make mistakes because you'll always be learning and growing. By following these strategies, you'll be well on your way to becoming a effective communicator and a successful leader. What's a question that's challenged your thinking and made you think differently? --- 🔔 Ready to think differently about your technology career? Follow me for hard-won insights and expert advice. I've spent years learning the hard way so you don't have to.

Hard conversations are crucial for effective leadership. For the last 40 years, I've focused much of my time on serving leaders. Helping them grow themselves, their teams, and their organizations. Handling difficult conversations is not about a message. But more about fostering understanding and growth. Here are five practices that have consistently led to successful outcomes: 1. Prepare Thoroughly Before entering a hard conversation, gather all relevant information and clarify your objectives. This preparation ensures you can articulate your points clearly and remain focused on the issue at hand. 2. Listen Actively Active listening is vital. It involves paying full attention to the speaker, acknowledging their perspective, and responding thoughtfully. This practice builds trust and demonstrates respect for the other person's viewpoint. 3. Stay Calm and Composed Emotions can run high during challenging conversations. Maintaining a calm demeanor helps prevent escalation and keeps the dialogue productive. Take deep breaths and pause if needed to collect your thoughts. 4. Use "I" Statements Frame your concerns using "I" statements to express how specific actions or situations affect you. This approach reduces defensiveness and opens the door for constructive dialogue. 5. Seek Solutions Together End the conversation by collaborating on a solution. Encourage input from the other party and explore options that address both parties' needs. This fosters a sense of ownership and commitment to the resolution. By applying these best practices, you can transform difficult discussions into opportunities for growth. Embrace the challenge. Lead with empathy Lead with clarity And you will have a stronger team in no time. ----- The LED Team

This Stephen Hawking quote stuck with me: "Quiet people have the loudest minds." It completely changed the way I work with my team. Why this matters (and how to make space for introverts in an extroverted world): As an extrovert, I've had to learn this the hard way. My ideas used to overpower those less willing to engage in conflict or speak up. But the truth is, some of the best ideas come from the quietest people. So how do we tap into this silent goldmine? 1. Know Where You Fall on the Introvert-Extrovert Spectrum Even introverted leaders can get overpowered by louder voices. A study by Grant et al. found that introverted leaders often outperform extroverts when leading proactive teams. But that's just the start... 2. Awareness of Where Others Fall You need to understand where each team member falls on this spectrum too. Why? Because a one-size-fits-all approach to communication doesn't resonate with everyone. So, what's the next step in creating a truly inclusive environment? 3. Public vs. Private Discussions In public, introverts might not speak up at all. One-on-one? They're more likely to debate and be vulnerable. A Harvard Business Review study found that introverts are 40% more likely to share ideas in private settings. But there's more to it... 4. Use Open-Ended Questions "What are your thoughts on this?" opens doors that "Don't you think this is the best approach?" slams shut. Still, even the best questions can fall flat if you ignore this crucial element... 5. Tonality The right words with the wrong tone can still shut down introverts. Studies show that people remember 38% of what you say, but 93% of how you say it. So, how do we put all this into practice? 6. My 3-Step Framework for Making Space for Introverts • Observe: Who speaks up? Who doesn't? • Adapt: Tailor your approach to each individual • Create: Build safe spaces for all voices As a bonus tip, try this next strategy... 7. The "Think, Pair, Share" technique: Give everyone time to think individually, then discuss in pairs before sharing with the group. This method increased participation by 75% in a study by Kagan. It's a game-changer for introverts and brainstorming in general. But never forget this: Diversity of thought leads to innovation. IBM found that teams with a mix of introverts and extroverts are 60% more innovative. The question is: how will you start tapping into your team's full potential today? If you enjoyed this and want more in-depth content like this: Join my newsletter to learn my business principles, systems, mental models, and scaling to $20M annual revenue 👉 https://lnkd.in/eVhbA8RE

Trust is the secret ingredient to successful teams, in my experience. When people trust that they can share ideas, express themselves, disagree, and take smart risks without fundamentally damaging their relationships within the team, creativity and productivity flourish. People soar to new heights. Teams unlock their potential. Of course, trust needs to be earned; it isn't automatic. And it can be broken in an instant. Here are some ways leaders can foster trust within teams, based on my own mistakes and learnings over the years: ✅ 𝐂𝐨𝐦𝐞 𝐟𝐫𝐨𝐦 𝐚 𝐩𝐥𝐚𝐜𝐞 𝐨𝐟 𝐜𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲, 𝐧𝐨𝐭 𝐣𝐮𝐝𝐠𝐦𝐞𝐧𝐭. You set the tone for how your team behaves. When they see you reacting to new ideas with skepticism and judgment, they follow suit. Consider asking questions to understand rather than jumping to conclusions. ✅ 𝐀𝐬𝐬𝐮𝐦𝐞 𝐩𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐢𝐧𝐭𝐞𝐧𝐭. Surprised by someone's behavior or work product? Put yourself in their shoes and think about what may have prompted it. People generally have good intentions and try their best. Coach rather than criticize. ✅ 𝐀𝐯𝐨𝐢𝐝 "𝐧𝐢𝐭𝐩𝐢𝐜𝐤 𝐜𝐮𝐥𝐭𝐮𝐫𝐞." If someone turns in work that is 95% solid and 5% off-the-mark, affirm the 95% before zeroing in on what needs improvement. Focus your feedback on the big picture while allowing the team to retain autonomy over execution. ✅ 𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐝𝐢𝐫𝐞𝐜𝐭 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧. Team members need to feel comfortable communicating with each other about the good, the bad, and the ugly. If someone comes to you to talk about a colleague, get them in a room together rather than playing the middle-man. ✅ 𝐏𝐫𝐚𝐢𝐬𝐞 𝐜𝐨𝐧𝐭𝐫𝐚𝐫𝐲 𝐯𝐢𝐞𝐰𝐬. The best ideas come about when everyone feels comfortable expressing themselves. If a team member disagrees with you publicly, use the opportunity to praise this behavior. Open (and respectful) dialogue is a good thing! Being mindful of your leadership behaviors can go a long way toward creating psychological safety and building trust within teams. I'd love to hear your ideas and input on what I've shared above. #leadership #trust #psychologicalsafety #team #motivation