Dr. Richard Winters

They're wanting to speak up. They don't feel safe speaking up. And so it's weird to have both individuals in the same meeting, both wanting things to go well, but then not having it go well.

They're wanting to speak up. They don't feel safe speaking up. And so it's weird to have both individuals in the same meeting, both wanting things to go well, but then not having it go well.

They're wanting to speak up. They don't feel safe speaking up. And so it's weird to have both individuals in the same meeting, both wanting things to go well, but then not having it go well.

And so I think that's where process really comes in, where we try to figure out how we're running meetings in a way so that both the loud voices get heard, but also the people who have different perspectives and maybe feel less safe speaking up so that they can also be heard. before we start to move forward.

And so I think that's where process really comes in, where we try to figure out how we're running meetings in a way so that both the loud voices get heard, but also the people who have different perspectives and maybe feel less safe speaking up so that they can also be heard. before we start to move forward.

And so I think that's where process really comes in, where we try to figure out how we're running meetings in a way so that both the loud voices get heard, but also the people who have different perspectives and maybe feel less safe speaking up so that they can also be heard. before we start to move forward.

And that's really, I think, the job of the leader, the person running the meeting, kind of facilitating this different perspectives rising up in a way that's safe for the group and then moving forward.

And that's really, I think, the job of the leader, the person running the meeting, kind of facilitating this different perspectives rising up in a way that's safe for the group and then moving forward.

And that's really, I think, the job of the leader, the person running the meeting, kind of facilitating this different perspectives rising up in a way that's safe for the group and then moving forward.

I mean, I think as we're. Reading anything in the news today, we're seeing that individuals are burned out. We're seeing that there's a lot of churn at organizations where people go to an organization, then move to the next, and then move to the next. And this is a real issue just in running a business.

I mean, I think as we're. Reading anything in the news today, we're seeing that individuals are burned out. We're seeing that there's a lot of churn at organizations where people go to an organization, then move to the next, and then move to the next. And this is a real issue just in running a business.

I mean, I think as we're. Reading anything in the news today, we're seeing that individuals are burned out. We're seeing that there's a lot of churn at organizations where people go to an organization, then move to the next, and then move to the next. And this is a real issue just in running a business.

And if you're a leader and you're running an organization with sort of a crisis culture, which is I'm going to have a meeting, bring people together, and I'm going to tell people what to do, or the loud voices are going to tell people what to do, it's not going to go over well.

And if you're a leader and you're running an organization with sort of a crisis culture, which is I'm going to have a meeting, bring people together, and I'm going to tell people what to do, or the loud voices are going to tell people what to do, it's not going to go over well.

And if you're a leader and you're running an organization with sort of a crisis culture, which is I'm going to have a meeting, bring people together, and I'm going to tell people what to do, or the loud voices are going to tell people what to do, it's not going to go over well.

I mean, you're going to be in a situation then where people are leaving, where people are feeling like they're not being heard. and you're going to become less effective, and you're going to be less able to kind of react to the things that you need to react to as you're trying to be successful moving forward.

I mean, you're going to be in a situation then where people are leaving, where people are feeling like they're not being heard. and you're going to become less effective, and you're going to be less able to kind of react to the things that you need to react to as you're trying to be successful moving forward.

I mean, you're going to be in a situation then where people are leaving, where people are feeling like they're not being heard. and you're going to become less effective, and you're going to be less able to kind of react to the things that you need to react to as you're trying to be successful moving forward.

And so it's not only like, geez, wouldn't it be great if everyone got together and we made good decisions and we were kind of sensible as we're approaching that. Even if you're like evil, like leader, and you decided that you didn't care about the individual effects on people, it's still not a good way of making decisions because your quality is going to go down, your churn is going to go up,

And so it's not only like, geez, wouldn't it be great if everyone got together and we made good decisions and we were kind of sensible as we're approaching that. Even if you're like evil, like leader, and you decided that you didn't care about the individual effects on people, it's still not a good way of making decisions because your quality is going to go down, your churn is going to go up,