Why this practice?
“Yes, and” language keeps dialogue open and inclusive (Applied Improvisation Network).
What is it?
Affirming what was said before offering a new view.
How to use it
Say: “Yes, and here’s another perspective…” Avoid “Yes, but…”
Closing thought
Agreement isn’t required for respect, openness is.
Why this practice?
Proactively asking for dissent reduces groupthink and builds trust (Project Aristotle, Google).
What is it?
Creating a norm to flag risks or concerns.
How to use it
Say: “What’s a potential blind spot here?” Celebrate the insight.
Closing thought
Bravery starts with an invitation.
Why this practice?
Apologising restores trust and models accountability (Harvard Business Review).
What is it?
Owning a mistake clearly and respectfully.
How to use it
Say: “I realise I missed the mark on X. I’m sorry. Here’s how I’ll do better.” Avoid overexplaining.
Closing thought
A sincere apology builds more trust than pretending nothing happened.
Why this practice?
Shifting from blame to shared responsibility builds team cohesion (Amy Edmondson).
What is it?
Using collective language to face challenges.
How to use it
Say: “We missed the mark here, let’s see what we can adjust.” Avoid scapegoating.
Closing thought
“We” creates belonging, especially when things get tough.
Why this practice?
Acknowledgement boosts morale and signals value (Gallup workplace studies).
What is it?
Thanking someone in front of peers.
How to use it
Say: “I want to appreciate [name] for…” Be specific and sincere. Make it part of regular rituals.
Closing thought
Recognition shared is trust multiplied.
Why this practice?
Stating your boundaries helps others do the same, fostering mutual respect (Brené Brown).
What is it?
Clearly expressing when you’re at capacity.
How to use it
Say: “I want to help, but I don’t have capacity today.” Offer alternatives or timeline.
Closing thought
Limits aren’t selfish. They’re sacred.
Why this practice?
Starting with common ground builds unity and reduces defensiveness (Negotiation theory).
What is it?
Leading difficult conversations by naming shared intentions.
How to use it
Begin: “We both care about this team’s success…” Then move into differences.
Closing thought
Shared values are bridges, not buzzwords.
Why this practice?
“I” language reduces defensiveness and improves conflict resolution (Nonviolent Communication by Marshall Rosenberg).
What is it?
Framing experiences from your own perspective.
How to use it
Say: “I feel overwhelmed when…” instead of “You never help.” Stay with your emotions and needs. Invite others to share theirs.
Closing thought
Speak from the “I” to invite understanding.
Why this practice?
Admitting uncertainty models vulnerability and reduces pressure to perform (Amy Edmondson, Fearless Organization).
What is it?
Openly saying when you lack an answer.
How to use it
Say: “I don’t know, but I’ll find out.” Or: “What do you think?” Invite shared thinking.
Closing thought
Honesty is a leadership strength, not a weakness.
Why this practice?
Unspoken tensions create disconnection and fear. Naming the “elephant in the room” can restore trust (Harvard Business School).
What is it?
Bringing up a hidden concern respectfully.
How to use it
Say: “I sense we’re avoiding a tough topic, can we name it?” Stay calm and curious. Focus on shared goals.
Closing thought
What stays hidden, holds power. Naming it sets you free.
