How can you encourage open communication with your executive team?

Great leaders have a knack for inspiring the team with charisma, empathy and setting expectations. Having outstanding communication skills sans bias and preferences and inclusively take the team forward. A great leader can get the best outcome or a turnaround from an unfavourable situation, albeit with limited resources. Whereas poor leaders get the opposite outcomes. Team management is all about communication and taking the team along. How well you can do this will determine your success or failure as a leader. There needs to be transparency, inspiration, purpose and curiosity factor in executive communications to the team. Great leaders do this regularly with aplomb.

To set the tone as an executive leader, it's crucial for establishing a culture of open communication. One aspect of this is to be transparent in your communication. Be open and honest about the organization's goals, challenges, and strategies especially during moment of uncertainty. Leading by example is key as your team is more likely to reciprocate by sharing their thoughts & concerns. Be clear and respectful in your communication. When you create a culture of psychological safety, then everyone feels empowered to contribute. Start by clearly articulating your vision, goals, & expectations. Ensure that everyone understands their role in achieving these objectives. Then, encourage team members to ask questions and seek clarifications.

Communication cannot and should not be only on an ad hoc basis. As a leader, you need to set a cadence and rhythm for communicating. If you only decide to communicate directly with the masses only in tough times or only in good times, you are not leading as effectively as you could. Having regular, even seemingly mundane communications is an effective and deep way to set a tone of openness and transparency.

For implementing any Change/ Transformation smoothly in any organisation , 'Communication' holds the key.. To create a buy-in from all stakeholders, it's crucial that the WHY, HOW and WHAT are 'clearly and consistently' communicated to them.. Personally I have seen that having a weekly roundup of key priorities communicated to key stakeholders helps a lot in building trust and bringing onboard everyone.

To encourage open communication with your executive team, it's crucial to set the tone from the top. I believe that by being transparent, respectful, and frequently sharing your vision, you instill trust. From my perspective, active listening and valuing team input are indispensable to fostering a positive communication climate.

> set the tone by being transparent and vulnerable, as the leader > safe spaces for sharing ideas and concerns without judgment - zero-tolerance > asking insightful, thought-provoking questions that stimulate strategic discussion > seek first to understand deeply and respond> insisting on constructive disagreement focused on solutions lead by example

Take the lead and encourage open communication with your executive team by being a role model. Show transparency and approachability in your interactions, actively listen, and show respect for diverse perspectives. Your behavior will set the tone for the team. You will foster an environment where open dialogue is valued and practiced. If you lead by example, your team will engage openly and constructively.

The root of a radically transparent communication is psychological safety and vulnerability-based trust. If this ethos is not embedded in your cultural fabric nothing works. PS allows people to speak with respectful boundaries in a team environment, it actually means that you know that things you say and do won’t be used against you as long as you’re not being malicious. Just telling people that anything they say won’t be used against them doesn’t convince people that that’s actually true. That’s why it is crucial to break it apart and add the indispensable element of trust. Trust is earned through your character, integrity and benevolence and if this is established you can have open, honest and truthful communication that brings results.

So often I observe teams jump straight from small talk to the agenda. That’s fine sometimes, but you lose a lot when you don’t take a minute to connect with people in the context of what you’re trying to accomplish. To combat that, I offer a strategic check in question at the top of the meeting so I can get data on how people are entering the conversation. It might be a temperature check-- is this topic "hot" (i.e. charged) or "cool" for people? It might be a poll, asking them to drop an answer to a question in the chat, or something else. Doing this provides data on where people's heads are -- which inevitably impacts how they show up-- and allows the facilitator to adjust course in order to get to the intended outcome.

Creating opportunities for people to express themselves and feel valued can set the tone of any session (collaborative vs. delegation). Executives are experts in their domains (hopefully, lol) and, as such (and with good reason), can be territorial of this area and resistant to change or feedback. Bringing together a team of executives can be tricky if there is any overlap in these areas, and it is essential to create opportunities for all parties to be acknowledged and heard to minimize the feeling of toes being stepped on.

A great leader recognizes diverse communication styles within the team. Just as a city builds bridges for various modes of travel, open channels in different formats enable effective exchange. Some thrive in the group's dynamic where ideas spark, while others prefer the intimacy of one-on-one dialogues for thoughtful expression. By laying multiple bridges of communication, you enable all team members to cross, fostering a rich exchange of insights.

Teams work best when positive norms are established. Good communication skills don't evolve out of thin air. They are a result of intentional planning and good modeling from those in the highest positions.

Fostering open communication requires proactively creating opportunities for genuine dialogue. I believe in scheduling regular meetings with clear agendas while utilizing diverse formats that cater to the team's preferences. From my perspective, asking open-ended questions and inviting feedback demonstrates a commitment to valuing their insights, adapting to their needs, and championing a culture of engagement.

It's not enough to say "My door is always open." Create specific avenues for feedback and open conversations. Schedule regular one-on-ones to touch base with each executive team member. Consider having more informal "brown bag lunch" sessions where open discussion is encouraged. The right format depends on your team's dynamics. For instance, if your executives are particularly busy, a quarterly feedback form with space for anonymous input could be valuable in addition to face-to-face meetings. This ensures everyone has a chance to contribute without feeling pressured in a group setting.

Creating opportunities for open communication within your executive team is a strategic action that fosters a dynamic and collaborative environment - intentionally crafting opportunities for sharing, discussion and collaborative problem-solving is important. By proactively creating room for these interactions, you cultivate a leadership environment that values transparency, collaboration and shared problem-solving. This intentional approach not only strengthens your executive team's dynamics but also positively impacts the broader organization, driving collective success and innovation.

Certainly, organizations can take several steps to promote open communication among executives, as demonstrated by the responses in this article. Two main approaches are: 1) Having a clear understanding of the organization's mission and the role of its departments; 2) Providing ample structured communication opportunities in meetings or retreats, whether offsite or onsite. The more your executives communicate, the more likely they will be open to one another: practice, practice, practice.

It's tempting to want to project an image of always having it together. But if you sweep concerns under the rug, it sends the message they don't matter. Proactively address any known areas of friction or dissatisfaction. Be open to hearing the unfiltered truth, even if it's uncomfortable. This builds trust and encourages further honesty. Let's say rumors are circulating about a restructuring. Instead of ignoring them, acknowledge them head-on. You might say, "I'm aware of the questions about potential changes. Here's what I can share currently...", and be transparent to the extent possible.

From my experience, addressing issues promptly and effectively is paramount to fostering open communication within an executive team. I believe that approaching challenges with curiosity, respect, and empathy, while clearly communicating expectations, establishes a foundation of trust. From my perspective, actively seeking feedback and ensuring follow-up on actions taken is the key to maintaining transparency and mutual respect.

Open communication is about more than just sharing information. It's also about addressing issues and challenges as they arise. This includes promptly addressing performance issues, conflicts, or misunderstandings. By managing these matters effectively, you set a positive example and promote a culture where open dialogue and proactive problem-solving are the norm. This approach creates a supportive environment where everyone feels heard and supported.

Addressing issues openly and constructively is a crucial practice in maintaining and encouraging open communication within your executive team. Working with senior leaders, I underscore the significance of tackling challenges head-on, fostering a culture where issues are seen as opportunities for growth and improvement rather than obstacles. By addressing issues in a manner that is open, structured and constructive, you not only resolve immediate challenges but also reinforce the principles of open communication within your executive team – this improves problem-solving capabilities, builds resilience and makes sure that your team is equipped to navigate complexities together, fostering a united and effective leadership front.

While true at all levels, there’s a more prevalent mindset at the executive level that you’ve reached a point where you’ve got it all figured out. In reality, while different, execs battle their emotions, struggle with life, and fail like everyone else. Unfortunately, pretending you don’t erodes the trust required to communicate and collaborate openly with others because everyone is busy posturing a veneer that leaves you isolated and alone. While it takes courage to start, vulnerability builds the kind of relationships where open communication and collaboration is prevalent and everyone is working through challenges together. And, despite how you feel, as the article rightly highlights, it’s a sign of strength, not weakness.

Show your genuine self, including your vulnerabilities. Transparent and open leaders foster a culture of trust and openness by being honest about their own challenges and uncertainties. This approach not only humanizes you, but it also encourages others to share their perspectives and concerns, which leads to more effective collaboration and problem-solving.

Encouraging open communication with my executive team starts with creating a safe space where everyone feels comfortable sharing their thoughts and ideas. I prioritize regular check-ins and encourage team members to express their opinions without fear of judgment. Actively listening to their feedback and showing appreciation for their contributions goes a long way in building trust. I also lead by example, openly sharing my own thoughts and challenges.

Modeling vulnerability as a senior leader is a powerful method to encourage open communication within your executive team. It involves showing your own humanity - acknowledging uncertainties, admitting mistakes and sharing personal insights - which, in turn, can create a space where others feel safe to do the same. However, while it's important to be vulnerable, balancing this with confidence is crucial. Ensure that your vulnerability doesn't undermine your team's trust in your leadership - show that despite uncertainties or mistakes, you have a clear vision and a plan to move forward. Successfully doing this, you foster a culture of openness and trust that can significantly elevate the dynamics and effectiveness of your leadership team.

"Legitimacy" is a value we hold at Altus Growth Partners. That means we see the dignity of every person, and we want to hear every voice. On an exec team, that means making space for the contributions of leaders of "less powerful" functions and voices from groups that are often marginalized. Failing to do so creates a doom loop where they are seen as not adding value, so they are asked into the room even less often, so they have even less context from which to offer valuable insight.

Diversity already exists, it is a fact. We need to create true inclusion so that everyone is respected and feels some baseline of safety. To get there, we need real honesty. As simple as it sounds, in our work with clients we spend a disproportionate amount of time just getting them to tell each other the real, unvarnished truth. Without the corporate BS and jargon. From a place of real honesty, then safety, inclusion, vulnerability all become possible.

The best way to have people be open with you as a leader is to be worthy of their trust. So, when your peers open up, listen with empathy and curiosity. Make sure you're as concerned about the impact on them and your work together as you are about the impact on you and your team. Hold confidential info in confidence, while encouraging the person to share relevant info with exec team themselves.

During discussions, I find the most successful leaders allow their team to provide feedback before they share their point of view. This generally allows for diversity of thought, more transparency, and better insights come through the discussion.

Fostering open communication within your executive team goes beyond structured strategies and practices. It involves creating an underlying foundation of trust, respect and mutual support that permeates all aspects of team interaction. It means that you should take an intentional - strategic - broader approach that not only addresses the mechanics of communication but also the foundational principles that underpin effective, open dialogue. By being intentional in your leadership, you can cultivate a culture that fundamentally supports open communication and enhance the effectiveness of your executive team while also model a standard of interaction that positively influences the entire organization.