Encouraging Others to Amplify Their Voices

Cathie Leimbach • May 2, 2023

Too frequently, leaders make workplace decisions with inadequate information. A group decision may be based on only the leader’s preferences and experience. It may serve the leader’s personality style and ignore the emotional or functional impact of team members.  The organization fails to experience the benefits of group collaboration.  

Many employees have tried to speak up, only to have their input ignored, so they have stopped offering ideas. They do their work but keep their great ideas to themselves. What can you do to encourage team members to share their insights, experience, and preferences for higher quality decision-making and stronger organizational results?

Let’s consider 5 ways you can encourage others to speak up in workplace meetings.

  • Let your team members know you want to hear their ideas. Tell them in group meetings, by email, or during one-on-one conversations that you want their input on workplace matters.
  • During meetings, ask your team members to share their thoughts on an agenda item before you share your own. This usually brings out a variety of information rather than everyone simply agreeing with your thinking.
  • Call on team members individually. Share the meeting topics a day or two before each meeting and ask them to be ready to share their perspective on each topic. During the meeting call each person by name and ask them to share their thoughts.
  • Listen to what each person says. Acknowledge their contribution by paraphrasing it or asking an open-ended question to learn more.
  • Show you value their input. Thank them for sharing. Put their best ideas into practice and let them know why the others aren’t being implemented. 

As the leader, be intentional about amplifying other people’s voices. They will experience more job satisfaction and buy-in. Your decisions will be more informed. And, the organization will be more successful.   

Why New Tools Don’t Change Behavior

By Cathie Leimbach • January 27, 2026
New tools promise big results. New software, dashboards, and systems all look great on paper. But months later, many leaders are still asking, “Why hasn’t much changed?” Because tools don’t change behavior — leadership does. A system can organize work, but it can’t create ownership. It can’t set expectations. It can’t follow through. Without strong leadership habits, even the best tools just make problems more visible. What really drives results? Clear expectations Consistent follow-through Helpful feedback Leaders who model the right behavior When those are missing, people work around the tool instead of with it. Adoption drops. Frustration rises. And the old problems stay. So the better question isn’t, “What tool do we need next?” It’s, “Do our leadership habits support the results we expect?”  👉 Join our 60-minute Leadership Conversation to explore the habits that actually drive performance.

If Nothing Changes, What Will This Cost?

By Cathie Leimbach • January 20, 2026
When things feel “manageable,” leaders often continue with status quo. People are busy. Work gets done. But small issues quietly add up. Rework becomes normal. Deadlines stretch. Decisions take longer. None of it feels like a crisis, but together it eats away at time, energy, and profit. Inconsistent leadership makes it worse. When expectations change from day to day or from one manager to another, people stop giving their best. Some coast. Some get frustrated. Some start looking elsewhere. Turnover rises, along with hiring and training costs. The warning signs are usually right in front of us: Work keeps getting redone. Managers avoid tough conversations around poor performance. Good people are doing less than they could. Progress feels slower than it should. The real question isn’t, “Can we live with this?” It’s, “What is this costing us if nothing changes?” 👉 Join our 60-minute Leadership Conversation to explore how today’s patterns may be impacting your results — and what small shifts could make a big difference.