Why Your Best People Aren't Speaking Up—And How to Fix It

I used to assume that when a room went quiet, it meant everyone was on board. But over time, I learned the hard way—silence isn’t always agreement. Sometimes, it’s hesitation. Sometimes, it’s doubt. And too often, it’s an unspoken idea that could change everything—if only it had the space to surface.

I see this play out with my clients all the time.

A CEO tells me, “I don’t get it. I ask my team for their opinions, and they just nod.”

A Chief of Staff confides, “I can tell people aren’t fully bought in, but no one will say it out loud.”

Sound familiar??

It’s a costly pattern.

Too many leadership teams avoid tension, opting for surface-level discussions where the safest ideas survive—but the boldest ones die.

The most effective leaders I work with know that healthy conflict isn’t a disruption—it’s a strategy.

Innovation doesn’t happen when everyone nods. ?

Next time a big decision is on the table, try this:

Pressure-Test Your Ideas

? Assign a Red Team. Choose 2–3 people whose job isn’t to support the idea—but to find its flaws.

? Make it a Game. Set a timer for 15 minutes. The Red Team’s challenge? Poke as many holes as possible. Everyone else? Just listen—no defending.

? Debrief & Strengthen. Ask: What did we learn? What still holds up? What needs refining?

? Decide & Align. Once you’ve stress-tested the idea, the team commits fully—knowing it’s been sharpened by pushback, not just politeness.

My clients have used this to turn groupthink into a competitive advantage. The result? Bolder ideas. Fewer blind spots. A leadership team that doesn’t just play nice—they play to win.

What Would Your Team Say If They Felt Completely Safe to Disagree With You?

Would they challenge the status quo more? Would they bring sharper ideas to the table?

If you’re ready to turn disagreement into your leadership advantage, start by inviting it.?

Ask your team this week: “What’s one thing we’re getting wrong?”

And then - just listen.?

In your corner,

Laurie

Discover More Ways to Build Constructive Disagreement ?

Book Spotlight: Radical Candor by Kim Scott – Want a culture where disagreement fuels results? This book shows how to balance direct feedback with trust. Very powerful read!

TED Talk: Dare to Disagree by Margaret Heffernan – A 12-minute crash course on why productive conflict is the key to innovation.

Article: How Leaders Can Build Psychological Safety at Work – This article outlines 8 practical steps leaders can take to build psychological safety within their teams, enhancing engagement and performance.