Open Leadership Approaches

If I was an exec looking to lead my team more effectively, I’d ditch the old school advice and very intentionally go against common practices. Most leadership advice teaches you to have all the answers, maintain control, and project unwavering confidence. But here’s what I’ve learned from working with hundreds of high-performing founders & execs: 🔥The most effective leaders do the opposite. So here are 5 unorthodox leadership strategies that actually work: 1. Lead with your questions, not your answers. ↳ Instead of having all the solutions, ask better questions. “What are we missing?” “How would you approach this?” “What would happen if we tried the opposite?” 🔥Questions create psychological safety and unlock your team’s best thinking. 2. Make your decision-making process transparent. ↳ Don’t just announce decisions- show your team how you arrived at them. Share your trade-offs, uncertainties, and even your mistakes. 3. Deliberately facilitate productive tension. ↳ Don’t avoid conflict. Great leaders put opposing viewpoints in the same room and facilitate the tension. Productive conflict prevents groupthink and surfaces better solutions. 4. Share your failures before your successes. ↳ When onboarding new team members, start with stories of what didn’t work and why. This normalizes failure as part of innovation and gives people permission to take calculated risks without fear of judgment. 5. Schedule “no-agenda” time with your team. ↳ Block 30 minutes weekly with no predetermined topics. You’ll discover issues, opportunities, and insights that never surface in structured meetings. The more comfortable you get with not having all the answers, the more your team will step up with theirs. What would you add? 🔥What’s the most unconventional leadership approach that’s worked for you?

Many leaders hoard knowledge. They fear creating their own competition. But the tighter you grip, the faster they leave. Instead, train your people to outgrow you. If you lead people the right way, they won’t leave. Here's what I Iearned in my leadership journey: Year 1: The Fear Phase → Taught my team advanced AI tools → Shared my network openly → Panicked when recruiters started calling them 💡 Reality: They stayed because they were learning, not because they had to. Year 2: The Trust Breakthrough → Funded external certifications → Encouraged side projects → Wrote recommendation letters 💡 Reality: My best performer turned down a 30% raise elsewhere. Year 3: The Multiplier Effect → Team members became industry thought leaders → Our department became a talent magnet → Retention hit 95% while industry average was 68% 💡 Reality: When people can leave anytime, staying becomes a choice, not a trap. Here's what this approach actually does: 1/ Creates Psychological Safety → No one hoards ideas when growth is guaranteed → Innovation explodes when fear disappears → Teams share knowledge freely 💡 Reality: My team shipped 3x more innovative solutions when job security wasn't a concern. 2/ Attracts A-Players → Top talent seeks growth, not comfort → Word spreads about leaders who develop people → Recruiting becomes inbound, not outbound 💡 Reality: We had 200+ applications for our last opening. No job posting needed. 3/ Builds Genuine Loyalty → Gratitude beats fear   → People remember who invested in them → Alumni become your biggest advocates 💡 Reality: Former team members have sent me 12 referrals in the past year. 4/ Accelerates Performance → Confident employees take bigger swings → Skills compound when shared openly → Teams operate at a higher level 💡 Reality: Our productivity increased 47% after implementing "teach everything" culture. 5/ Future-Proofs Your Leadership → Your value isn't in what you know → It's in what you enable others to do → Great leaders create more leaders 💡 Reality: 4 of my former reports are now VPs. They still call for advice. Here's my new leadership framework: ✓ Teach them everything you know ✓ Connect them to your network ✓ Fund their learning (even if unrelated) ✓ Celebrate their outside opportunities ✓ Make staying their best option When someone does leave? Throw them a party. Write a glowing recommendation. Stay in touch. The goal isn't to keep people forever. It's to be the leader they never forget. The one who bet on their potential when others wouldn't. The paradox is beautiful: The more you prepare people to leave, the more they choose to stay. And when they do eventually go? They become ambassadors, not defectors. What's your take on this approach? Share below 👇 ♻️ Repost if your network needs this leadership perspective. Follow Carolyn Healey for more real-world leadership insights. 

Are you leading with openness, or are you trying to control everything? This week I had an awesome conversation with Magda Armbruster, and a quote from her stuck with me: "Great product leadership is about leading with openness, not control." I see so many well-intentioned product leaders defaulting to micromanagement when things get uncertain. They want to review every decision, dictate feature priorities, and keep strategic context locked away from their teams. Control is an illusion in product management. Markets shift, customer needs evolve, and the best insights often come from unexpected places. When you try to control everything, you create bottlenecks that slow your team down and kill innovation. Openness looks different. It means sharing incomplete information and admitting when you don't have all the answers. It's inviting your team into strategy discussions and creating space for experimentation, even when outcomes aren't guaranteed. I've worked with companies where leaders hoard information and require approval for tiny decisions. Those teams move slowly and miss opportunities. The best product organizations I know? Their leaders are vulnerable about uncertainty and trust their teams to make good decisions with the right context. Leading with openness doesn't mean losing influence. It means multiplying it through your team. How do you balance openness with accountability in your product leadership?

When “Open Door” Doesn’t Always Feel Open I worked with a client who prided themselves on having an “open door policy.” Yet employees still hesitated to bring up challenges, fearing they’d disrupt the leadership’s busy schedule. So we tested something new: the client blocked a weekly coffee chat and sent personal invites for casual drop-ins. Just two weeks in, a team lead brought forward a recurring supply issue that was costing everyone time and stress. With direct input and immediate support, they solved it in under a day—no lengthy meetings, no bottlenecks. Sometimes a door literally being open isn’t enough. Designating specific time and warmly inviting people in can transform your culture from wary to vibrant, where problems get tackled early and ideas flow freely. Action Step: Set aside a recurring coffee hour or informal lunch—your personal invitation might be the spark someone needs to share that next game-changing insight. #OpenLeadership #CultureBuilding #ClientSuccess #TeamInnovation #GroundedAndGrowing

"My door is always open!" Really? Then why do your team members still hesitate to walk through it? 🤔 The thing is.. The traditional open-door policy is a well-intentioned myth that's actually hurting both leaders and their teams. Let me explain why: - It creates an illusion of accessibility while putting the burden on team members to initiate - It interrupts deep work and creates context-switching nightmares for leaders - It often leads to rushed conversations that don't address root issues - It favors the bold, while quieter team members stay silent After coaching hundreds of managers, I've discovered what actually works instead: 1) Structured Accessibility: Set dedicated office hours. Make them sacred. Show up consistently. 2) Proactive Check-ins: Don't wait for problems. Schedule regular 1:1s that aren't about status updates. 3) Multiple Communication Channels: Some prefer chat, others email, and many need face-time. Embrace variety. 4) Clear Escalation Protocols: Define what needs immediate attention vs what can wait. The goal isn't just to have an open door! It's creating bridges that people actually want to cross. What's your take on this? Have you experienced the limitations of the traditional open-door policy? Share your thoughts below! 👇 #LeadershipDevelopment #ManagerialEffectiveness #WorkplaceCulture Follow me for more tips and insights on #Leadership

How open are we with our team about our goals and challenges? Do we practice transparency in our leadership approach? In my leadership journey, I’ve realized that transparency is key to building trust and fostering a collaborative environment. Here’s why transparency matters and how to implement it effectively. 1. Build Trust: Transparency builds trust within your team. When leaders are open about their decisions, goals, and challenges, it creates an environment of honesty and reliability. This trust is the foundation for strong team dynamics. 2. Enhance Communication: Open communication channels are vital for a healthy work environment. Transparent leaders encourage dialogue, listen actively, and share information freely. This openness ensures everyone is on the same page and can contribute effectively. 3. Foster Accountability: When leaders are transparent, it sets a precedent for accountability. Teams are more likely to take ownership of their responsibilities and be accountable for their actions. This mutual accountability drives higher performance and integrity. 4. Increase Engagement: Transparency engages and motivates teams. When team members understand the bigger picture and their role in achieving it, they are more invested and committed. Sharing successes and challenges keeps everyone aligned and engaged. 5. Drive Innovation: A transparent culture encourages idea sharing and innovation. When team members feel safe to express their thoughts and ideas, it leads to creative solutions and continuous improvement. Transparency removes barriers and fosters a culture of innovation. #YourTurn: How do you practice transparency in your leadership role? Share your tips and experiences in the comments below! #leadership #transparency #trust #communication #accountability #engagement

In a remote work environment, team members often hesitate to speak up or share feedback. As leaders, we can break this silence by modeling the behavior we want to see—vulnerability and openness. Here’s how to lead by example and create a culture of trust and collaboration: 1. Share Your Own Challenges • When leaders are transparent about their struggles, it creates a safe space for others to do the same. • Example: “I’ve noticed that virtual meetings can sometimes feel less engaging. What ideas do you have to make them more interactive?” 2. Actively Seek Feedback • Encourage team members to provide feedback on your leadership and processes. • Example: “I’d love your thoughts on how I can better support you in achieving your goals. What’s working? What could I improve?” 3. Act on Feedback Publicly • Demonstrate that feedback is valued by implementing suggestions and acknowledging their source. • Example: “Thanks to Sarah’s idea, we’ve added a quick check-in at the start of each meeting to make them feel more personal. Let me know how it’s working for you!” 4. Frame Feedback as Growth Opportunities • Normalize the idea that feedback is about growth, not criticism. • Example: “I recently received feedback about how I manage time during meetings, and I’ve started using an agenda to stay on track. It’s been a game-changer!” Why It Works: When leaders show humility, accept constructive feedback, and demonstrate action, it sets the tone for the entire team. Vulnerability isn’t a weakness—it’s the foundation for building trust and collaboration in remote environments. What’s one way you’ve used openness to encourage your team? #team #leadership #remote —— 🔔 Follow me here on LinkedIn for clear, concise insights into leadership and the life science space! 📩 Subscribe to the Med Info Monthly newsletter for deeper dives into topics important to the medical information space.

I've been thinking a lot lately the impact of leadership in shaping a positive team culture. Here's what I've found makes a real difference 👇🏾 - 𝗦𝗵𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗩𝗶𝘀𝗶𝗼𝗻: When leaders share a clear vision and purpose, it’s like giving everyone a map and compass. It helps us all see where we're headed and why our work matters. - 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗧𝗲𝗮𝗺: Trusting and empowering team members is crucial. When leaders delegate responsibilities and encourage us to take initiative, it sparks innovation and builds confidence. - 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗢𝗽𝗲𝗻 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Leaders who listen actively and provide honest feedback create an environment of trust. It’s about making sure everyone feels heard and valued, fostering a sense of community. - 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝗪𝗶𝗻𝘀 𝗮𝗻𝗱 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗶𝗻𝗴 𝗚𝗿𝗼𝘄𝘁𝗵: Recognizing achievements and offering growth opportunities boosts morale. Leaders who do this show that they care about our personal and professional development. - 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲: Challenges are inevitable. Leaders who stay positive and adaptable inspire us to do the same. Their resilience helps the whole team navigate through tough times together. Ultimately, leadership is about more than just directing tasks—it’s about nurturing a culture where everyone can succeed. By leading with empathy, vision, and purpose, we can build teams that not only reach their goals but also exceed them. Proactively foster environments where everyone feels valued, energized, and ready to tackle whatever comes their way. ✊🏾 #Leadership #TeamCulture #OpenCommunication ---------- Hey, I'm Kevin, I am the host of Working Wisdom and The Toxic Leadership Podcast and provide daily posts and insights to help transform organizational culture and leadership. ➡️ Follow for more, Dr. Kevin Sansberry II ♻️ Repost to share with others (or save for later)