Last updated on Jul 18, 2024

Your team has a member hesitant to share their thoughts. How can you encourage them to open up?

In any team, it's crucial for all members to feel comfortable sharing their thoughts. But what do you do when someone is hesitant? Emotional intelligence is the key to unlocking this situation. It's your ability to understand and manage emotions, both your own and those of others. By leveraging emotional intelligence, you can create an environment that encourages open communication and makes every team member feel valued.

1 Build Trust

Trust is the foundation of any relationship, and it's essential in a team setting. To encourage a hesitant team member to open up, start by fostering a trusting environment. Show genuine interest in their opinions and well-being. Make it clear that their thoughts are valued and that there's no such thing as a silly question or idea. When they do share, respond with respect and without judgment. This approach will help them feel safe and may lead to them sharing more freely.

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Omar Osama (He/Him)

Certified SAP S/4HANA MM/EWM/ARIBA Consultant | Top Leadership Voice in Egypt | Content Creator Solopreneur (No Ghost Writers ) | Ex-IBM
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Here is a strategy. Team members hesitant to share thoughts could believe, that sharing something wrong could affect their image. It is about creating the right environment for all team members for sharing ideas. The leader can start with himself, and share an idea then he can move in a random sequence, and make the hesitant team member the last one. Doing that gave him time to listen to all the sharings, make him comfortable, gave him time to think, and built confidence in him. Leaders use emotional intelligence can spot the hesitant team member by some actions from their sides. During the meeting leaders can make engagements in simple sharings regarding the project to build confidence and trust. There could be more than one hesitant.

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2 Listen Actively

Active listening is a critical component of emotional intelligence. When your teammate speaks, give them your full attention. Nod, maintain eye contact, and avoid interrupting. Reflect back what you've heard to show you understand. This validation can make the hesitant team member feel heard and appreciated, which can, in turn, encourage them to contribute more to the conversation.

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3 Provide Support

Sometimes, individuals are hesitant because they fear negative feedback or failure. Assure them that the team is a support network where everyone can learn from each other. Encourage them to take risks, and emphasize that mistakes are a part of growth. When they do take a step forward, recognize their efforts. This positive reinforcement can boost their confidence and willingness to engage.

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John Cooper

eLearning and Technology Strategist - Profile Learning Technologies
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A useful technique I learnt as a facilitator to overcome the fear of negative feedback was never to ask individuals I suspected might be harbouring that fear questions that they didn't know the answer to. I would take time in breaks to engage team members in conversation getting them talking about their background, views and experience. Then I might say in the meeting "Joe, in the break you made, what I thought was a very good point about... Would you mind sharing that the group?" Afterwards I would support Joe's contribution... "I think Joe's point is important - we should definitely take that into account." It's not infallible - but it often did work.

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Suzanne Wigand

Emotionscoach / Sozialpädagogin
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Ich habe in dem Zusammenhang auch schon vom Serving Leader gelesen. Dieser tut alles dafür, damit seine Mitarbeiter gut arbeiten können. Er "serviert" ihnen quasi alles was sie dafür brauchen.

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4 Encourage Small Steps

Encouraging small contributions can lead to bigger ones. Start by asking for their opinion on less critical matters where the stakes are lower. Celebrate these small victories and gradually encourage them to take on more significant tasks. As they see their smaller inputs being appreciated, they may feel more comfortable sharing on larger issues.

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5 Respect Differences

Recognize that everyone has a unique style of communication and comfort level when it comes to sharing. Some may prefer writing their thoughts down, while others might need more time to process information before speaking up. Respect these differences and provide various avenues for expression, such as anonymous surveys or one-on-one meetings, which might be more comfortable for them.

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6 Personalize Approach

Lastly, tailor your approach to the individual. Some may respond well to direct encouragement, while others might prefer a more subtle nudge. Pay attention to what works for them and adapt accordingly. By personalizing your approach, you show that you value them as an individual, which can help build the confidence they need to open up.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Suzanne Wigand

Emotionscoach / Sozialpädagogin
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Wertearbeit im Team kann sehr hilfreich sein, um klar zu bekommen, wo jeder seine Prioritäten hat und wo es Schnittmengen gibt auf denen aufgebaut werden kann.

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Your team has a member hesitant to share their thoughts. How can you encourage them to open up?

1

2

3

4

5

6

7

1 Build Trust

2 Listen Actively

3 Provide Support

4 Encourage Small Steps

5 Respect Differences

6 Personalize Approach

7 Here’s what else to consider

Emotional Intelligence

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Your team has a member hesitant to share their thoughts. How can you encourage them to open up?

1

2

3

4

5

6

7

1 Build Trust

2 Listen Actively

3 Provide Support

4 Encourage Small Steps

5 Respect Differences

6 Personalize Approach

7 Here’s what else to consider

Emotional Intelligence

Rate this article

Thanks for your feedback

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