What Can You Do About Organizational Silence?

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7 thoughts on “What Can You Do About Organizational Silence?

  1. Hi Chris,

    This post has caused me to think — and I agree with the assertion that “Silence is tacit agreement”. Someday I may write a blog post of my own on the topic based on a recent experience. Thanks for sharing!

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  2. This was extremely interesting and eye-opening. There were several parts that almost hit too close to home. Great article! I’ll be keeping an eye out for more posts!

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  3. Having said that, don’t you think in this period of organization transformation, we (coach) can elicit the voice of people, liberating structures, unleash them for the sake of modern business pace?

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    1. At face value, I sure hope we can. The trick is understanding the context in which we are empowered to elicit those voices. True org silence, from the study, comes from a level so high that most coaches don’t get visibility or a seat at the table.

      I think we can empower the people and opportunities for change at the level we are allowed to. Heard once that without proper empowerment, change will always hit a glass ceiling. This article hopes to point out that to change an environment of org silience we must aim higher.

      Make sense?

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