Let’s make this practical.
Everybody says they want open communication.
But very few leaders build the conditions for it.
So let’s talk about what actually works.
1. Lower the Risk of Speaking Up
If every time someone speaks honestly they get corrected, dismissed, or “explained to”… they’re done.
Make it safe to be real, even when it’s messy.
2. Listen Without Fixing Everything
Sometimes people don’t need a solution.
They need to be heard.
You don’t have to jump in with, “Here’s what we’ll do.”
Try, “Tell me more.”
3. Reward Candor, Not Just Compliance
Don’t just praise the person who agrees with you.
Acknowledge the one who respectfully challenges you.
That’s how you teach the room what matters.
4. Check the Unwritten Rules
Every organization has them:
- “Don’t question leadership”
- “Keep it positive”
- “Stay in your lane”
If those rules are running the show, don’t expect honesty.
5. Stay Consistent
You don’t build trust in one meeting.
You build it over time.
People are watching: “Is it safe today… or was that just last week?”
At the end of the day, this isn’t about DEI as a program.
This is about leadership as a practice.
If people can’t talk, you don’t have alignment.
If they won’t talk, you don’t have trust.
And if you don’t have trust… everything else is just strategy on paper.
So the next time you hear or feel “I can’t talk there”…
Don’t ignore it.
Lean in.
Because that right there? That’s where your real leadership work begins.