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.   

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.
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