“I don’t share my own perspective. I’ve learned that it’s best to keep a low profile.”
I’ve heard that sentiment countless times from team members who have faced negative consequences simply for voicing thoughts that didn’t align with their leaders’ views. They have recounted experiences of facing retribution, threats of termination, being overlooked for promotion, or being quietly sidelined.
I was especially moved by the story of one recent client, “Jaden,” who privately expressed concerns about speaking up given a past history of retaliation. Jaden decided to focus on the work, to avoid sharing ideas with the larger team, and to complete assigned tasks without question. While that practice may have avoided potential conflict, it led to different kinds of harm; Jaden wasn’t growing professionally, Jaden felt constrained and uncomfortable, the team members’ relationships seemed tense, and the team wasn’t as creative or as productive without Jaden’s perspective.
I was hired to help the team improve their work culture. In addition to providing individual coaching and group training, I facilitated a number of restorative circles, which are part of a structured process to build relationships, explore needs, foster community, repair conflict and harm, and find a productive path forward. For the first several group conversations, Jaden remained mostly quiet.
Then, in the fourth circle, something shifted. Jaden shared thoughtful perspectives, candid observations, and new ideas for the team. Several colleagues expressed pleasant surprise. Jaden even named the transformation and continued to share throughout the session.
What caused the shift? And how can we encourage similar changes in our own teams? A few practices can make a significant difference:
- Create space for every voice. Ensure that each team member has an invitation (without a requirement!) and the time to talk without interruptions. This practice allows for deep listening and for hesitant voices to gather their thoughts.
- Listen to understand, not to respond. We can only fully understand when we set aside what we want to say next and instead give full attention to the speaker.
- Be curious about each person’s perspective. Instead of saying, “We’ve tried that,” explore why someone proposed their idea. Ask open-ended questions. Their lens may reveal nuances and opportunities we hadn’t considered.
- Invite and honor unique perspectives. While it takes longer to explore multiple viewpoints, soliciting others’ ideas improves connections, trust, learning, and ultimately results.
- Recognize that there is more than one “right” way. Even when we’d choose differently, we can support our colleagues in their work methods, creativity, and experimentation (including making mistakes!).
Culture doesn’t change overnight. Jaden’s shift was possible only because the team learned how to make space, listen with curiosity, encourage unique perspectives, and honor each voice.
If we want stronger, more successful teams, we need the voices and brainpower of everyone in the room. That means building workplaces in which people feel safe, respected, and confident enough to speak their truth—without fear of negative consequences.