Establishing Ground Rules for Team Discussions

Collaborative doesn’t mean chaotic. In Radical Candor, I talk about the GSD Wheel - a cycle that helps teams listen, clarify, debate, decide, persuade, and execute together. But none of that works without one crucial element: ground rules. One of the most powerful things a leader can do is set clear expectations for how decisions get made and how disagreement gets handled along the way. I’ve worked with teams where every decision felt like a battle. I’ve also worked with teams where decision-making felt energizing and inclusive. The difference? Clarity. A few ground rules I’ve seen work well: — We make space for dissent before we decide. — We separate debate from execution. — We don’t let urgency override inclusivity. They may sound simple, but these expectations can transform how your team collaborates under pressure. What’s one ground rule that’s helped your team make better decisions? :) --- Follow Kim Scott and Radical Candor® for more tips on leadership, collaboration, and building a culture where everyone can thrive.

They won’t speak to each other. And the tension is bleeding into the whole team. 👥 This is the first post in a new series from Rachel Platt (PLATTinum Consulting) and me, Stephanie Eidelman We’re teaming up to tackle the tough stuff: the real conflicts, missteps, and messy team dynamics no one prepares you for. 🔴One brings the business-owner reality (Stephanie). 🟡One of us brings the People & HR expertise (Rachel). Both of us believe great leadership starts with honest conversation. ______________________ Two top performers. Two different views of what’s “right.” Zero willingness to engage. And frankly, both have a point. But the silent feud is tanking the team. No one wants to take sides. No one wants to address it. But not dealing with it is the bigger risk. We’ve both seen this situation more than we’d like. After decades of experience, Here’s how we’ve learned to handle it: As the leader, you do the thing no one wants to do. You call them in. Together. You set the ground rules. They air their grievances. You all finally name the real issues. It can be excruciating. It is vulnerable. And it’s likely the most clarifying hour of the year. Not because you solve everything. But because people start sharing their truth. Here’s how each of us would make this conversation productive: 1) Set expectations 🔴 “It's not about who’s right. It’s about moving forward.” 🟡 "We all know there’s a problem. It's our job to resolve it. Right now." 2) Establish Ground Rules   🔴 “No interruptions. We’re here to listen, not attack.” 🟡 “Repeat what you heard. Clear words avoid mixed messages.” 3) Limit assumptions 🔴 “Say what happened, not what you think they meant.” 🟡 “Conflict grows from half-truths. Say ‘I saw’ or ‘I felt.'" 4) Name what’s not being said 🔴 “Is this really about the task, or something else?” 🟡 “Unclear communication? Role confusion? Workload?” 5) Shift from venting to action 🔴 “The goal here is progress, not perfect agreement.” 🟡 Use ‘Stop, Start, Continue’ to respectfully share changes each would like to see. 6) End with shared goals 🔴 “You don’t have to be close, but you do have to work together. Let's summarize next steps.” 🟡 “Schedule time to regroup. Celebrate or recalibrate at that meeting.” Final thought from Stephanie: 🔴 Avoiding conflict doesn’t protect your team. It sends a message: This behavior is fine. Final thought from Rachel: 🟡 Conflict is data. Don’t just solve it. Study it. What does it say about your communication style, team culture, and structure? Have you faced a conflict like this? What worked? What didn’t? _____________________ ♻ Repost to share this with someone facing the tough conversations. 👉 Follow us for more two-for-one leadership advice: Stephanie Eidelman (Meisel) and Rachel Platt.

Talking behind backs is killing diversity of thought in your business (what you can do to fix it). In many workplaces, there is more talk behind backs than to faces. It’s one of the most destructive problems in an organization. Who’s going to share ideas when they’re afraid they’ll be ridiculed at the water cooler? 3 things to do about it ASAP: 1️⃣ Set clear ground rules Some of ours include: -Say it in the room with everyone or don't say it at all -No after-meeting complaints -No private side conversations -Speak up when you disagree 2️⃣ Practice radical openness from the top I tell my team they can ask me anything. They might not like all the answers, but they’ll always get the truth. 3️⃣ Protect your values People who don't follow these rules don't last long—not because we don't like them but because trust matters The result? A team where people feel safe to: -Share different viewpoints -Bring their whole selves to work -Challenge the status quo -Learn from each other #leadership #diversity #culturaldiversity

In over 20 years of coaching, I’ve facilitated countless meetings, all guided by core principles. One key practice is establishing ground rules to ensure focus, productivity, and safety. Five essential rules are: 1) the Vegas rule, ensuring confidentiality; 2) addressing issues, not people; 3) using "yes, and" to build on ideas; 4) ensuring equal airtime for all voices; and 5) entering difficult conversations. These rules create a safe environment, encouraging open communication and tackling issues that lead to meaningful progress.