{"id":2924,"date":"2025-12-12T12:29:55","date_gmt":"2025-12-12T12:29:55","guid":{"rendered":"https:\/\/coachannachoi.com\/?p=2924"},"modified":"2026-03-15T09:03:20","modified_gmt":"2026-03-15T09:03:20","slug":"%ed%8c%80%ec%9b%90%ec%9d%80-%ec%9b%90%ec%98%a8%ec%9b%90%ec%97%90%ec%84%9c-%ec%99%9c-%eb%a7%90%ec%9d%84-%ed%95%98%ec%a7%80-%ec%95%8a%ec%9d%84%ea%b9%8c","status":"publish","type":"post","link":"https:\/\/coachannachoi.com\/en\/%ed%8c%80%ec%9b%90%ec%9d%80-%ec%9b%90%ec%98%a8%ec%9b%90%ec%97%90%ec%84%9c-%ec%99%9c-%eb%a7%90%ec%9d%84-%ed%95%98%ec%a7%80-%ec%95%8a%ec%9d%84%ea%b9%8c\/","title":{"rendered":"Why won't team members talk on OneOnOne?"},"content":{"rendered":"

The one key condition that makes your team members speak up<\/strong><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

If you are a leader, you have probably experienced this at least once.
At Wononwon, we ask our team members this question:.
\u201cAre you having any difficulties these days?\u201d
\u201cWhat help do you need?\u201d<\/p>\n\n\n\n

But the answers that come back are usually short.
\u201c"are you okay."\u201d
\u201c"doesn't exist."\u201d
\u201c"\u2026yes."\u201d<\/p>\n\n\n\n

The leader clearly asks a question, but the team members remain silent.
On the surface, it appears as if a conversation is taking place, but it ends up being only the leader who is speaking.
Why won't my teammates speak up?<\/p>\n\n\n\n

\n\n\n\n

The real reason team members keep quiet is because they feel like it's dangerous to speak up here.<\/h3>\n\n\n\n

Many leaders believe that the reason their team members are passive is because of their personality.
\u201cIt is often interpreted as \u201dHe is a friend who doesn\u2019t talk much\u201c or \u201dHe is rather introverted.\u201d.
But the real reason is much simpler.<\/p>\n\n\n\n

People don't speak because they don't know how their words will be received.<\/p>\n\n\n\n

If I speak up, I might be nitpicked, judged as inadequate, or feel like speaking up won't be taken seriously. The moment these thoughts cross my mind as a team member, I immediately conclude: it's safer not to speak up.<\/p>\n\n\n\n

In a word,<\/p>\n\n\n\n

\u201cIt is dangerous to be honest here.\u201d
\u201cThis space is not safe.\u201d<\/p>\n\n\n\n

The biggest reason team members don't speak up is lack of psychological safety.<\/p>\n\n\n\n

What is psychological safety?<\/h3>\n\n\n\n
\"\"<\/figure>\n\n\n\n

Amy Edmondson, a professor at Harvard Business School, defines psychological safety as follows:.<\/p>\n\n\n\n

\u201cA shared belief and team atmosphere where ideas can be freely expressed without fear of criticism or punishment.\u201d<\/p>\n\n\n\n

In teams with high psychological safety, members feel:.
I think it's okay to ask questions if you don't know.
I believe that if you tell me your idea, I won't laugh at you.
I feel that even if I make mistakes, it can be an opportunity to learn.<\/p>\n\n\n\n

Conversely, in teams with low psychological safety, something entirely different happens.
I keep my mouth shut for fear of looking stupid if I ask questions.
They try to hide their mistakes and solve them on their own.
It's burdensome to even suggest new ideas.<\/p>\n\n\n\n

Ultimately, a team member's silence isn't a matter of attitude; it's a survival strategy to protect themselves.<\/p>\n\n\n\n

Professor Edmondson's famous study: Teams with many mistakes and teams with few mistakes<\/h3>\n\n\n\n

Professor Amy Edmondson conducted a study of several hospital teams and discovered some fascinating results: Which teams reported more mistakes: those with good teamwork or those with poor teamwork?<\/p>\n\n\n\n

Many people naturally expect that teams with weaker teamwork would report more mistakes. However, the actual results were the opposite: teams with strong teamwork reported more mistakes. Why is that?<\/p>\n\n\n\n

Because in that team, there was no need to hide mistakes. In a blame-free environment, members naturally shared their mistakes, learning more and improving more quickly through the process.<\/p>\n\n\n\n

It wasn't that there were a lot of mistakes, but rather a lot of shared mistakes. This study clearly demonstrates how psychological safety significantly impacts organizational learning and performance.<\/p>\n\n\n\n

Psychological safety creates both performance and growth.<\/h3>\n\n\n\n

In teams with a high sense of security, sharing ideas feels natural, people learn quickly from mistakes, and are not afraid to try new things. This leads to improved team performance.<\/p>\n\n\n\n

At the same time, members are given the freedom to challenge themselves with new roles and capabilities, which increases the speed and depth of their personal growth.<\/p>\n\n\n\n

Psychological safety is the foundation of a team culture that fosters both performance and growth.<\/p>\n\n\n\n

So who should create psychological safety?<\/h3>\n\n\n\n

Many leaders ask this question:.
\u201cIsn\u2019t this something that the organization or team members should create themselves?\u201d<\/p>\n\n\n\n

The correct answer is both, but the starting point is clearly the leader.<\/p>\n\n\n\n

The roles of a leader are as follows:.
Listen to the end without judging
Don't interrupt easily after asking a question
Don't view mistakes as problems, but as learning opportunities.
Show genuine respect for the opinions being expressed<\/p>\n\n\n\n

The roles that team members play are also important.
Respect your colleagues' opinions
Respond with an open attitude to different perspectives
Keep trying to be honest<\/p>\n\n\n\n

Psychological safety
It is not something that is created by the will of one person.
It is a culture that is formed by the cumulative actions of the entire team.<\/p>\n\n\n\n

\n\n\n\n

If your team member isn't speaking, you should change the environment before asking questions.<\/p>\n\n\n\n

Just because a leader is good at asking questions doesn't mean team members will necessarily speak up.
Without a sense of security, no question will work.<\/p>\n\n\n\n

If leaders want their team members to be honest, they must first create an environment that conveys this message.<\/p>\n\n\n\n

\u201cIt\u2019s okay to talk here.\u201d
\u201cWe are a team that learns together.\u201d<\/p>\n\n\n\n

Leader's communication skills # Team leader's communication skills # Leadership communication methods # Communication # Communication # Corporate training # Coaching # Organizational management # Team leader training # One-on-one # Communication skills # Leadership competencies # Performance management # Executive coaching # Leadership coaching # Psychological safety<\/p>\n\n\n\n

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[Korean] Youtube
<\/strong>https:\/\/www.youtube.com\/shorts\/pdPlEc7aoAk<\/a><\/p>\n\n\n\n

[On Amazon] Situational One-on-Ones Link
<\/strong>https:\/\/www.amazon.com\/Situational-One-Ones-Conversations-High-Performing\/dp\/B0GJCZQD81\/ref=sr_1_1?crid=2J0C4GSOH9BVM&dib=eyJ2IjoiMSJ9.4re4DhLUzOiEJ8KQZQy6GWAObXP0_LNtkVBPfsadsJrG3ogkDYX_5vj6FssHPLTBHvzpA0w6OKTOxQInm5vF4-Pfz8wP2vHkaxsLMS7b7fLjx6q7CT5ViElvaBmWI3_GvNmRMd6GpxJ0AcsudSo1jcEYFRgByv7G2VWp43ZK6t9IATX-RSxcosVd0HT8AzisP4apZTLiNIl1koeZG_a6cFXJ8vNFktda16X-R1febO8.dVHri5-jYjRa8xwuOPchB0QPNofnfSjfg08BVtdc45o&dib_tag=se&keywords=situational+one+on+ones&qid=1771212331&sprefix=situational+one+on+one,aps,306&sr=8-1<\/a><\/p>\n\n\n\n

[English] Youtube
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<\/p>","protected":false},"excerpt":{"rendered":"

The One Key Condition That Will Get Your Team Members Talking If you're a leader, you've probably had this experience at least once: You ask a team member in a circle, \u201cWhat's challenging you lately [...]<\/p>","protected":false},"author":1,"featured_media":2925,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[11],"tags":[18,28,25,16,15,29,22,17,14],"class_list":["post-2924","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-11","tag-ai","tag-28","tag-25","tag-16","tag-15","tag-29","tag-22","tag-17","tag-14"],"_links":{"self":[{"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/posts\/2924","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/comments?post=2924"}],"version-history":[{"count":3,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/posts\/2924\/revisions"}],"predecessor-version":[{"id":3008,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/posts\/2924\/revisions\/3008"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/media\/2925"}],"wp:attachment":[{"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/media?parent=2924"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/categories?post=2924"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/coachannachoi.com\/en\/wp-json\/wp\/v2\/tags?post=2924"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}