Dear Leadership Sage,

Lately my people are very quiet. While people are ok at meetings, I’m not hearing the normal healthy chatter. I’m worried there’s something under the surface we’re not addressing. I’d like to say something, yet I’m not sure how to bring it up without accidentally pushing whatever it is farther down.

I don’t want to ignore this nagging feeling, yet I also don’t want to be part of the problem. How can I help my team?

Sincerely,
Worried About the Silence

Dear Worried,

First, good on you for paying attention to what’s not being said. While it is tempting to think “If it matters enough someone will tell me what’s up,” that approach is much more likely to require a scrambling reaction than allowing you and your team a thoughtful response.

Second, kudos for reaching out for additional perspective on how you can surface what’s happening (or not) at your organization. You are on the right track.

In fact, the advice I have to offer below simply expands on the actions you’re already taking.

Of course you and I could spend some time together trying to figure out exactly why the team isn’t talking. Maybe they are worried about economic uncertainty. It could be that someone among their friends or family suddenly lost their job. Or there might be some issue occurring in the organization they don’t know how to deal with - especially if it somehow involves you.

If you are creating an organization that can thrive regardless of who is in the room, you and your team will be best served by creating spaces where people can name what’s real and move forward together.

Start with Humanity, Lead with Intentionality

Leaders often feel pressure to fix everything. Yet our teams are usually more capable of helping themselves than we - or they - realize.

Instead of rescuing your team or being their safety net - which I admit is very self-satisfying - you can help people help themselves by creating space for real communication and shared understanding.

This starts with a leadership skill that feels simple yet is anything but: listening without immediately solving.

This is so basic. AND so hard.

Here are a couple of questions that help the receiver think out loud - and can help you listen:

How are you, really?
What are you seeing that surprises you—inside or outside our organization?
Where are you noticing friction, opportunity, or change?

You don’t need to solve personal worries in the moment. Simply making space for people to be heard builds trust, engagement, and belonging - key elements for innovation and resilience.

Shift from Fear of the Unknown to Opportunity Through Noticing Together

When teams aren't sharing what they’re seeing and sensing, gaps form—and imagination fills them with worst-case scenarios. By contrast, noticing together creates collective intelligence that enables smarter, faster action.

Instead of assuming what your people are experiencing, ask them open questions:

What external trends or internal shifts are you noticing?
What are you hopeful about? What’s concerning?
What shared needs are emerging that we might address together?
What emerging opportunities might exist within these changes?

The more real information your team has, the less they have to guess—and the more they can innovate around challenges. Rather than trying to manage fear, start creating positive momentum.

Create Agency to Unlock Capacity

Uncertainty tends to make people feel powerless. Agency - giving people the ability to influence their environment - is the antidote.

By involving your team in shared problem-solving, you’re not just addressing issues—you’re boosting confidence, ownership, and strategic thinking.

Organizations that foster agency now will have an advantage:

They’ll spot opportunities sooner.
They’ll build stronger, more connected teams.
They’ll take smart risks while others are pulling back.

In an uncertain world, organizations that can move together will move ahead.

Your Next Step: Build Courageous Conversations, One at a Time

Start small first - just a team member or two - and expand as you see the need.

Ask:

How are you doing…really?
What are you seeing that surprises or concerns you?
What possibilities do you see ahead for us?

Every time you invite your team into real conversation, you’re strengthening your organization’s adaptability, connection, and ability for people to remember they matter and create value.

You’re not just helping people feel better - you’re building an organization that can navigate uncertainty better than the competition.

If you’re ready to build a culture of courageous leadership and collective action in your organization, let’s talk.