Empowering DialogueMoving Beyond: "My Door Is Always Open"
As we consider the interplay between leadership, digital life, and professional growth, we often encounter well-worn phrases deeply embedded in professional culture. One such phrase—"My door is always open"—seems benign and signals accessibility. In practice, however, it often falls short, failing to foster the genuine, candid dialogue essential for organisational health.
A Glaring Blind Spot
Research by Megan Reitz and John Higgins reveals a startling truth: many leaders significantly overestimate their approachability. Their study, involving over 60 senior executives, highlights a profound disconnect: leaders often fail to recognise the intimidating nature of power dynamics, inadvertently silencing important conversations.
In an article exploring this topic, Reitz and Higgins highlight that the phrase "My door is always open" often unknowingly enforces power imbalances. It implies that:
Employees must adapt to the leader's domain and terms.
The leader controls the engagement dynamics.
Accessibility is at the leader's discretion, not a constant assurance.
These subtle signals, though unintended, deter authentic communication, replacing potential dialogue with hesitation and silence, thus undermining the very openness it aims to promote.
Real-World Reflections on Openness
Reflecting on my early career in school leadership, I remember the challenging dynamics with a superintendent who espoused his openness. Despite his claim to accessibility, he was often reactionary and defensive. Thus, his "open door" usually led to heightened anxiety and less genuine dialogue. This memory surfaces frequently, particularly when I consider my own leadership style and assumptions.
As a senior administrator, I experienced a moment that, upon reflection, I now see differently. It was recruitment season—a time marked by considerable pressure for administrators. One busy afternoon, when I was deeply focused on preparations, someone knocked and quickly entered the room. My reaction was instinctive: a sharp surge of irritation, an audible exhale, and a deliberate choice not to rise or move towards the sitting area of my office. My body language, though unintentional, likely conveyed unapproachability.
Even though I also espoused an "open door policy," I hadn't considered that true openness isn't just about physical accessibility; it is also about being emotionally and mentally present for others. My reaction undoubtedly undermined how accessible I was to my colleagues, with negative consequences I only fully realise now.
Moving Beyond Open Doors: 5 Practical Steps to Foster Openness
Here are some strategies for creating a culture that truly values open communication and trust, along with practical examples of how leaders might implement them:
Establish boundaries: Administrators should clearly define and communicate the availability periods for their "open door" policy, ensuring that an open door means an open mind.
Example: Clearly communicate the specific times when doors are open for spontaneous visits and ensure these are widely known and respected across the team. This approach helps manage expectations, allowing team members to feel welcome to initiate discussions at the most productive times. During these open-door periods, administrators should be fully present, ensuring that each interaction is meaningful and focused.
Regular Check-Ins: Implement scheduled check-ins to actively engage with team members, moving beyond the passive 'open-door' approach.
Example: Schedule weekly or bi-weekly one-on-one meetings with team members to discuss their progress, concerns, and ideas. These meetings should be a dedicated time for open dialogue, free from the distractions of daily work tasks.
Anonymous Feedback: Utilise digital tools for anonymous feedback to ensure all voices are heard without fear of repercussion.
Example: Use platforms like SurveyMonkey or anonymous suggestion boxes to collect feedback on company policies, leadership effectiveness, and workplace culture. Review this feedback regularly and address common themes in team meetings.
Public Accountability: Model accountability by openly acknowledging mistakes, which can cultivate a culture of trust and transparency.
Example: When a leader makes a mistake, they should address it openly in a team meeting or company-wide email. For instance, "I made an error in our recent project planning, and I want to apologise and discuss how we can avoid similar issues in the future."
Diverse Voices: Ensure a diverse range of voices are heard and valued, reflecting a true commitment to inclusivity.
Example: Create a diversity and inclusion committee that meets regularly to discuss and promote initiatives that ensure all voices are heard. This could include mentorship programs for underrepresented groups and ensuring diverse representation in leadership roles.
Engage and Challenge Your Team
By emphasising purpose and authenticity in our leadership practices, we aim to cultivate workplaces where trust and open communication are not just ideals but realities that drive innovation and enhance well-being.
Join me next time at InboxPD as we continue to explore ways to grow professionally. Share your thoughts and experiences in the comments below—let's learn and grow together.
Best,
Daniel