Stop Talking, Start Leading: The Power of Open Dialogue
Oct 31, 2025Have you ever sat in a meeting and thought, Why are we even here?
I still remember one particular management meeting early in my career. A group of middle managers, myself included, sat quietly around the table while the senior team ran through their agenda.
We weren’t asked for input.
Our experience wasn’t invited.
We were simply told what was happening — decisions already made, directions already set.
By the end of that meeting, I remember thinking we could have saved everyone hours and just emailed the minutes.
That moment stuck with me, because it didn’t just highlight what was broken up there — it made me wonder what was happening in my own team.
When You’ve Been Silenced, You Notice Silence
On the drive home, I asked myself a confronting question:
“If I feel unheard in that room, how do my team feel in mine?”
It was a leadership gut punch.
I realised that even though I was open, friendly, and communicative, I wasn’t creating space for dialogue. I was still doing most of the talking — updating, instructing, clarifying — not inviting perspectives or feedback.
My good intentions didn’t equal safety.
Because that’s what open dialogue is really about — not just talking, but making it safe to talk back.
The Leadership Shift That Changes Everything
Creating open dialogue starts with one simple but powerful shift:
respond, don’t react.
When people share an idea, critique, or concern, our instinct is to explain or defend. But every time we do, we send a subtle message that says:
“Your opinion is risky here.”
Here’s what I learned to do instead — three leadership habits that changed everything in my team:
1. Ask, don’t assume
Instead of diving straight into my view, I started asking:
“What’s your perspective on this?”
It signals curiosity, not control.
2. Thank people for honesty
Even when feedback stung, I’d say:
“I really appreciate you raising that. I know it’s not easy.”
That one sentence builds more trust than any policy ever could.
3. Act visibly on feedback
You don’t have to take every suggestion, but you do have to show you’ve heard it.
Circle back later with:
“I took what you said on board, and here’s what we’re trying as a result.”
When people see their voice leads to action, trust skyrockets.
Open Dialogue Builds Cultures, Not Just Conversations
That meeting — the one where I sat in silence — was uncomfortable.
But it became one of my best teachers.
It showed me how easy it is, as leaders, to unintentionally silence the very people we need most.
Because communication isn’t just about what we say — it’s about the environment we create.
If your team isn’t speaking up, it’s rarely a personality problem.
It’s a safety problem.
And the good news? Safety is built in moments.
Moments when you pause instead of defend.
Moments when you ask instead of tell.
Moments when you listen without fixing.
That’s the real edge of leadership — creating space where people feel safe to be honest.
🎧 Watch or Listen: “Stop Talking, Start Leading”
▶️ Watch the episode on YouTube
🎙️ Listen on Spotify or Apple Podcasts
🧭 Resources Mentioned
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Heart-Centred Communication Playbook – free guide to leading authentic conversations
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Be Exceptional Online Course – build your communication confidence and leadership presence
💬 Leadership Challenge This Week
Next time someone in your team offers an opinion or critique —
Don’t rush to explain. Don’t jump to defend.
Just pause.
Listen.
Thank them.
That’s the moment you move from authority… to authenticity.
💼 Work With Liz Murray
Liz Murray is the founder of Edge of Possibilities, helping leaders and teams move from functional to exceptional. Through her Be Exceptional online course, executive coaching, and workshops, Liz helps professionals communicate with clarity, confidence, and calm authority.
🌐 edgeofpossibilities.com.au
📸 Instagram | 💼 LinkedIn
Want more?
Watch the full episode above or listen to the podcast — Take 5 with Liz Murray: Stop Talking, Start Leading.
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