Stepping into your first managerial role can be exciting, and also a bit intimidating. You’re not just responsible for your own work but also for guiding a team toward success. Unfortunately, 85% of new people managers don’t receive any formal training, even though you’re essentially learning a completely new skill – not the one you were hired for.
One critical component of leading a team is creating and supporting an environment where open dialogue becomes the norm. This isn’t easy, considering trust is a problem for many companies.
So, how do you, as a first-time manager, create a space where everyone feels comfortable sharing their ideas, concerns, and even disagreements? The key lies in two essential concepts: psychological safety and emotional intelligence.
Psychological Safety: Building Trust Without the Trust Falls
Think about a workplace where you feel completely comfortable sharing your ideas, asking questions, or admitting mistakes without fear of criticism or punishment. This sense of security is known as psychological safety, a concept introduced by Harvard professor Amy Edmondson. It’s about creating an environment where team members feel safe to take interpersonal risks, promoting open communication and innovation.
Imagine a meeting where someone says, “I think we’re approaching this problem from the wrong angle,” without fearing backlash. That’s psychological safety in action. It’s the bedrock of innovation and collaboration.
Emotional Intelligence: The Leadership Superpower
Emotional intelligence (EQ) is like having a finely tuned antenna for human emotions. It’s your ability to recognize and manage your own feelings while also understanding and influencing the emotions of others. Think of EQ as the glue that holds teams together. It helps you connect with your team on a deeper level, making open dialogue not just possible but natural.
Strategies to Turn Theory into Practice
So, how do you blend psychological safety and emotional intelligence into your leadership style? Here are some down-to-earth strategies to get you started.
1. Share Your Own Stories
Be human, not just a boss. Nobody wants to work for a robot. Sharing your own challenges and mistakes makes you relatable, and it shows your team that it’s okay not to be perfect.
Action Tip: Start your next team meeting by sharing a lesson learned from a past mistake. It sets the tone for openness and vulnerability.
2. Celebrate the Quiet Voices
Bring everyone into the conversation. We all know that the loudest person in the room doesn’t always have the best ideas. Make a point to invite input from those who might be hesitant to speak up.
Action Tip: After presenting a topic, say, “I’d love to hear from someone who hasn’t shared yet,” and wait patiently. Sometimes, a little pause is all it takes. Consider some of these tips to support introverts in meetings.
3. Listen Like You Mean It
Fully engage with what’s being said. When a team member speaks, give them your full attention—no glancing at your phone or thinking about your next meeting. Show them their words matter.
Action Tip: Practice active listening by nodding, maintaining eye contact, and summarizing what they’ve said before responding.
4. Make Feedback a Two-Way Street
Ask for feedback and mean it. Requesting feedback shouldn’t feel like a dental appointment. Encourage your team to share their thoughts on your leadership and the team’s processes.
Action Tip: Use tools like anonymous feedback forms or one-on-one check-ins to gather honest input. And when you receive feedback, act on it.
5. Turn Mistakes into Learning Opportunities
Shift the perspective on errors. Instead of playing the blame game when something goes wrong, focus on what can be learned. This approach reduces fear and encourages innovation.
Action Tip: When discussing a mistake, ask, “What can we learn from this experience?” rather than “Who messed up?”
6. Lead with Empathy
Understand before being understood. Put yourself in your team members’ shoes. Empathy builds trust and opens the door for genuine conversations.
Action Tip: If someone seems off, take a moment to check in privately. A simple “How are you doing today?” can go a long way.
7. Encourage Healthy Debates
Different opinions are a good thing. A team where everyone always agrees isn’t pushing boundaries. Encourage respectful debates to explore all angles of an issue.
Action Tip: Play devil’s advocate or assign someone to challenge ideas in meetings to stimulate deeper thinking.
8. Keep Your Door (and Mind) Open
Be approachable. An open-door policy (whether virtual or physical!) is a signal that you’re available and willing to listen.
Action Tip: Let your team know they can come to you with anything, and when they do, give them your undivided attention.
9. Show Appreciation Often
Recognize efforts and contributions. Everyone likes to feel valued. Regularly acknowledging your team’s hard work boosts morale and openness.
Action Tip: Give shout-outs in meetings or send personalized thank-you notes highlighting specific contributions.
10. Remember You Are A Model
Recognize you’re the example. Your team is watching you and taking queues from you, even if you don’t realize it. If you want them to engage in open dialogue, you need to consistently model that behavior.
Action Tip: Consistently practice the behaviors you expect from your team. If you value transparency, be open about decisions and the reasoning behind them.
The Ripple Effect of Open Dialogue
As a first-time manager, you have the unique opportunity to set the tone from the start. By cultivating psychological safety and leveraging emotional intelligence, you’re not just building a team—you’re growing a community that values creativity and thoughtfulness.
Final Thoughts: Making It Happen
Encouraging open dialogue requires care, attention, and time, and the effort is worth it. By creating an environment where your team feels safe and empowered to speak up, you’re setting everyone up for success—including yourself.
Making a real effort to encourage open dialogue will enhance your team’s performance and enrich your growth as a leader. Embrace the challenges, celebrate the successes, and keep encouraging open dialogue. Your team—and your future self—will thank you.