In meetings
Here’s my view, but I may be wrong.
Constructive challenge is an important attribute of high-performing teams. But we can’t assume opinions and ideas are being voiced around us, particularly when we’re a senior leader in the room. A powerful way to separate status from opinion is for leaders to position themselves not as the people with the answers, but as facilitators of better thinking.
This means modelling intellectual humility (“Here’s my view, but I may be wrong”, “What are we missing?”), signalling that critique is expected, and reinforcing that high-quality ideas can come from any level, not just senior roles.
In daily work
Even better if…
Feedback is most effective when it feels like an opportunity, not a judgment.
Phrases like “Even better if…” frame suggestions as enhancements rather than criticisms, helping people stay open and motivated. This language signals that progress is possible, reinforces strengths, and encourages continuous improvement without undermining confidence.
After a negative outcome
What can we learn? How can we improve?
To increase innovation, it is important to create environments where it is safe not to get things 100% right the first time so that people can explore, learn, and test things out.
Role model the language and behaviours you want to foster by reframing problems or challenges as an opportunity to grow: “What can we learn? How can we improve?”
