What's Happening?
A recent survey conducted by Harris Poll and Turas Leadership highlights a significant disconnect between senior leaders' desire for team input and their reluctance to seek it due to fears of appearing weak. The survey found that 63% of senior leaders would ask for their team's input more often if they did not fear it would compromise their reputation. This concern is more pronounced among male leaders, with 71% expressing this fear compared to 46% of female leaders. Additionally, 90% of senior leaders wish their teams would provide more constructive feedback that challenges the status quo. However, data from Mental Health America's 2024 Mind the Workplace Report indicates that a large portion of the workforce, particularly Gen Z and Millennials,
do not feel confident expressing their opinions at work. This highlights a gap between leadership intent and employee experience.
Why It's Important?
The findings underscore a critical issue in organizational dynamics: the lack of psychological safety at the leadership level. When leaders feel unable to model vulnerability and openness, it can stifle innovation and collaboration across the organization. This reluctance to seek input and provide feedback can hinder decision-making processes and limit the potential for growth and improvement. The survey suggests that while leaders value collaboration, the fear of appearing weak prevents them from fully engaging with their teams. This dynamic can lead to a culture where employees also feel unsafe to voice their opinions, perpetuating a cycle of limited communication and innovation.
What's Next?
Organizations may need to reevaluate their approach to building psychological safety, focusing not only on creating a safe environment for teams but also for leaders. Encouraging leaders to model vulnerability and openness could foster a more inclusive and innovative workplace culture. This shift may require training and support for leaders to overcome their fears and embrace collaborative decision-making. As organizations recognize the importance of psychological safety at all levels, they may implement strategies to encourage open communication and feedback, ultimately enhancing organizational performance and employee satisfaction.
