Organizational Silence

The CEO isn’t wearing clothing, and yet, no one within the organization is courageous enough to speak up and notify him/her of this flaw. This enforces the concept that there is evidently something wrong with the system of the organization. Individuals tend of believe they would face negative repercussion if they spoke up. In an effort for organizations to prevent this defect from occurring, leaders should implement a reward system for employees that come forward with sensitive or risky information. As a leader, I certainly would hope my employees would look out for the organizations best interest. If I went off course in the wrong direction, employees should not be condemned for speaking out and redirecting my attention for my oversight.

Effective leaders should embrace employees that productively offer criticism and politely disagrees with their stance, but this should be exercised with precaution. Leaders should be aware of employees being reliant of your cordiality. Allow employees to offer suggestions and feedback, but set up the norm for them to conduct the research and explore of their own terms. The last thing I would want to result from this is more responsibilities and dependence.