Let’s talk about how you can get your green industry leadership team to break down some barriers and truly connect. Even if your team is fairly good at this — and most aren’t — my bet is there’s still room for improvement. Consistent, meaningful communication can transform your work environment and, yes, add dollars to your bottom line.
According to McKinsey & Co., “Many management teams pay lip service to the importance of interaction and foster a working style that inhibits candid communication and collaboration.” One of the biggest culprits? Poor dialogue.
Nothing accelerates success faster than breaking down walls of misunderstanding with open and honest conversation.
In my experience working with leadership teams, I often see a familiar pattern: team members with strong personalities inadvertently working at cross purposes. This is a recipe for incomplete communication, short tempers, hidden agendas and, ultimately, underwhelming company performance. It’s not a happy — or profitable — place to work.
Even though your leadership team likely communicates daily — whether face to face, on calls, over email or via text — they still frequently miscommunicate. Why? Here are some common reasons:
This kind of behavior doesn’t just erode trust; it undermines the very power and potential of your leadership team.
In nearly every organization I’ve worked with, the CEO or president has said they want their leadership team to tap into their full talent and skill sets. Why? Because:
But running a business is messy. Behavioral styles, customer demands and employee issues all get in the way of clear communication.
Think of it like a ship. The captain and crew need to work in sync, communicating clearly and consistently to reach their port of call safely and on time. When they don’t, the ship drifts off course, delays mount and costs rise. In the worst-case scenario, the voyage becomes unsafe — and even more expensive.
So, how do you avoid this kind of communication failure?
In other words: Walk the talk. Nothing accelerates success faster than breaking down walls of misunderstanding with open and honest conversation.
Take one company I worked with. The owner was a domineering type who intimidated most of the staff. The work culture? Driven by fear. Whenever he entered a room, conversations stopped and people quickly found a reason to leave.
His administrative assistant told me that salespeople would often call the office before coming in. If the owner was there, they’d suddenly reschedule their visit. Why? Because of his caustic personality. He was an inspiring speaker but a poor manager. His strengths were outnumbered by his flaws, and the company never reached its potential.
Don’t let that happen in your organization.
Here’s another strategy: When you, as a leader, make a mistake, admit it — quickly — and fix it just as fast. This sends a powerful signal that you’re accountable, trustworthy and human.
Even more importantly, it creates a teaching moment for your leadership team. If you consistently model this, they’ll do the same — owning and correcting their mistakes with speed and integrity.
When communication is open and honest, your leadership team becomes more engaged and effective. Staff turnover drops. Alignment with your company’s vision improves. Goals are met.
So, ask for input often. Stay open to feedback and try not to get defensive. Remember the saying: “When two people in business always agree, one of them isn’t necessary.” Your leadership team exists to challenge ideas and course-correct when needed.
Encourage honest disagreement. Ask your team to share their different perspectives. Invite suggestions on how to fix problems. With consistent practice, this turns criticism into productive dialogue — and into profitable solutions.
Make it your team mantra: “We stand together. We support each other. We solve challenges — together.” When everyone is on the same page, you’ll create not only a more connected team but also a stronger, more profitable company.
