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   Why nobody speaks up
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   Leaders want bold ideas. Employees are afraid to share them
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              Monday, April 6, 2026
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              Leaders want bold ideas. Employees are afraid to share them
             </h2>
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              Many of us have been there or watched the scene play out several times: A manager stands in front of the team meeting and asks for
bold ideas.
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              <br/>
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              The room is quiet. People look around at one another, calculating silently. Finally, someone speaks up. It might be a good, viable suggestion, but it’s definitely not bold.
             </div>
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              <br/>
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              No one is willing to put themselves out there and suggest something risky. The truly innovative, potentially valuable ideas remain unsaid.
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              <br/>
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             <div>
              It’s an innovation paradox brought to light recently by INTOO, a global HR firm, and The Harris Poll, which explored the workplace contradiction where 
employees are expected to innovate but often fail to act for fear of losing their job over taking risks or making mistakes.
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              <br/>
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              The numbers:
             </div>
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               74% of U.S. employees say they are expected to bring new ideas to their organizations.
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               Despite supportive messaging from their employers, 41% of workers fear that a single mistake could cost them their job.
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               </span>
               Lingering anxiety is suppressing creativity: 82% of workers say they 
feel safe admitting they don’t know something, and 64% wish they were more innovative.
              </li>
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                   Speak at Harvard, Co-Author a book With Les Brown, be Featured in a Film?
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                   Join April’s 
Celebrity Auction to help raise funds for The Enlightened Passenger film, and a chance to bid and win a once in a lifetime experience. Plus, join Dr. Joe Vitale (The Secret), Lisa Nichols, and Marci Shimoff live while we’ll talk about manifesting in minutes.
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                    Speaking at an event at Harvard University
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                    Co-Authoring a book with Les Brown
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                    Spending an hour with Marie Diamond (The Secret)
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15px">
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                   </span>
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                    Getting a speaking role in a movie with Lisa Nichols, Menu Savari, Brian Austin Green and many others
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                    Building your business hour with Patty Aubery (Chicken Soup for the Soul and President of Canfield Training)
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                    Spending an hour learning about book marketing for your book from Mark Victor Hansen (Chicken Soup) and Crystal Hansen (Ask! The Bridge from your Dreams to your Destiny)
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             <h2 style="mso-line-height-rule:exactly;Margin:0;line-height:24px;font-family:Arial;font-size:20px;color:#000000;font-weight:bold">
              A case of mixed signals
             </h2>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              “The 74% being asked to innovate aren’t lacking ideas,” said Vicki Imran, digital marketing leader at 
Napollo Software Design. “They’re doing math. And right now, in most workplaces, the math says stay quiet.”
             </div>
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              <br/>
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              The paradox isn’t hypocrisy. It’s what Claire Law calls ‘mixed psychological signaling.’
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              <br/>
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16px; font-family: Arial, Helvetica, sans-serif">
              “Organizations talk about innovation and openness, but behavior still tells employees there are consequences and risk,” said Law, a psychotherapist. “Employees then default to self-protection instead of innovation.”
             </div>
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              <br/>
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              Innovation requires a disciplined process, said Rita McGrath, a professor at 
Columbia Business School.
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              “We punish the sins of commission, not sins of omission,” McGrath said. “The chance you didn't take, the opportunity you missed, the thing you didn't try don't get sanctioned the same way that the things you do that go wrong are. So we're looking at an asymmetry that results in this schizophrenic behavior.”
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              <br/>
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              Additionally, we say we want innovation, but innovation requires change, and people tend to resist change, McGrath said.
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              <br/>
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              “When it makes senior people look 
bad, reveals a flaw in the strategy, or sheds shade on something we all suspected wasn't going to work but didn't say anything about, the person who instigated the change is often blamed,” McGrath said.
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              <br/>
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              And lastly, McGrath said, “we try to manage innovation with the same tools and metrics we use for the core business.
             </div>
             <div style="line-height:
22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              <br/>
             </div>
             <div style="line-height: 22.4px; font-size: 16px; font-family: Arial, Helvetica, sans-serif">
              “Wrong, just wrong.”
             </div>
             <div>
              <br/>
             </div>
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000000;font-weight:bold">
              Why employees don’t believe the message
             </h2>
             <div>
              <br/>
             </div>
             <div>
              Workers tend to trust lived experience more than leadership rhetoric.
             </div>
             <div>
              <br/>
             </div>
             <div>
              In Ariel Sheen’s organizational development research, this 
innovation paradox exists because leaders often confuse explicit knowledge with tacit knowledge. This creates a tacit fear loop, he said.
             </div>
             <div>
              <br/>
             </div>
             <div>
              Leaders communicate explicit knowledge, such as mission statements and encouraging team members in meetings. But employees operate on tacit knowledge, Sheen said, such as who got punished, or who stopped speaking up.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “One employee seeing a colleague get quietly sidelined after a failed project can outweigh years of encouraging words,” Sheen 
said.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “The real problem isn't fear,” Imran said. “It's that most companies have built systems that punish mistakes while running campaigns that celebrate boldness. Those two things cannot coexist, and employees figure that out fast.”
             </div>
             <div>
              <br/>
             </div>
             <div>
              Imran, who works with brands and leadership teams on messaging and culture communication, shared a story about a client company that spent six months rolling out an “innovation initiative,” which included a new Slack channel, quarterly idea pitches — “the works,” 
Imran said.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “Six months in, not a single person had submitted a real idea,” Imran said. “When I asked the team privately why, one person said it plainly: ‘The last person who spoke up about a broken process got managed out three months later.’ No initiative survives that kind of institutional memory.”
             </div>
             <div>
              <br/>
             </div>
             <div>
              “Here's the contrarian take most leadership consultants won't say out loud: psychological safety cannot be programmed from the top down,” Imran said. “You cannot run a workshop on it. The moment a 
company tries to ‘install’ psychological safety as a culture initiative, they've already missed the point.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “Safety is a byproduct of consistent behavior over time, not a campaign. What actually shifts things is boring and slow. Leaders who admit they were wrong in public. Managers who protect their people when a project fails instead of distancing themselves. Performance reviews that evaluate how someone handles failure, not just whether they avoided it.”
             </div>
             <div>
              <br/>
             </div>
             <h2 style="mso-line-height-rule:exactly;Margin:0;font-family:Arial;font-size:20px;color:#000000;font-weight:bold">
              What leaders can do about it
             </h2>
             <div>
              <strong>
               1. Model uncertainty and curiosity
              </strong>
             </div>
             <div>
              “Psychologically safe environments are created by leaders who have interrogated and challenged the mental models that they have about their own leadership,” said Emily Scherberth, CEO at Turas Leadership Consulting. “Once they become more aware of the power of collective intelligence — versus being expected to be the ‘hero’ in all 
situations — leaders will be more likely to proactively create the conditions that mine the wisdom of the entire organization through experimentation and innovation.”
             </div>
             <div>
              <br/>
             </div>
             <div>
              <strong>
               2. Reward intelligent attempts, not just successful outcomes
              </strong>
             </div>
             <div>
              Organizations often celebrate successful innovation, but rarely celebrate thoughtful risk-taking that didn’t work, said both Imran and Arthur Favier, founder and CEO of Oppizi, a company that digitizes offline marketing.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “The safest career path 
for most employees is to take no risk at all,” Favier said.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “You have to celebrate smart risk-taking even when it doesn’t pan out,” Imran said.
             </div>
             <div>
              <br/>
             </div>
             <div>
              <strong>
               3. Build safe-to-fail systems
              </strong>
             </div>
             <div>
              Sheen recommends creating low-risk experiments, or “safe-to-fail sandboxes.” Shift the KPI “from perfection to velocity of learning,” he said.
             </div>
             <div>
              <br/>
             </div>
             <div>
              Instead of asking team members whether they “feel safe,” Sheen suggests asking: “What’s one process we have that makes 
experimentation feel like a career risk?”
             </div>
             <div>
              <br/>
             </div>
             <div>
              Encouragement, no matter how honest and well-intentioned it is, is unlikely to spur innovation.
             </div>
             <div>
              <br/>
             </div>
             <div>
              Innovative culture is created when workers believe they can take smart risks, tell the truth, survive mistakes, and still have a future at their organization.
             </div>
             <div>
              <br/>
             </div>
             <div>
              “Innovation does not fail because employees lack ideas,” said Mira Greenland, chief revenue officer at INTOO. “It falters when employees feel they must calculate the career risk 
of every bold move.”
             </div>
             <div>
              <br/>
             </div>
             <div>
              —Matthew Fray
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2 weeks ago - leadership@e.qz.com
Why nobody speaks up
Leaders want bold ideas. Employees are afraid to share them ‌ View as a Web page Monday, April 6,...
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