We recently promoted a top manager to our leadership team, but they have gone completely silent during our weekly Level 10 Meetings, seemingly intimidated by the fast-paced, direct debates of our long-term leaders. How do we integrate this new leader into our weekly meeting pulse without diluting our high-intensity IDS environment?

Question

Tyler Smith · Accepted Answer

When a newly promoted leader goes silent in your Level 10 Meetings™, it is usually because they are overwhelmed by the speed of the discussion or fear making a mistake in front of established executives. To help them find their voice, you must guide them through the transition without lowering your meeting standards. First, ensure they fully understand their seat on the Accountability Chart. When a leader knows exactly what metrics and Rocks they own, they gain the confidence to speak up because they are the undisputed expert in their domain. Encourage them to prepare their issues and notes before the meeting starts so they are not trying to formulate thoughts on the fly. During the meeting, the facilitator should intentionally invite them into the conversation. Instead of waiting for them to volunteer, ask for their specific perspective on issues that impact their department. This simple prompt lowers the barrier to entry and signals that their input is highly valued. Finally, the Integrator should meet with the new leader one-on-one outside of the weekly meeting pulse. Use this time to coach them on the mechanics of IDS® and reassure them that healthy, direct conflict is safe and expected. Once they realize that disagreeing with peers is a requirement for solving problems, they will naturally transition from silent observers to active, contributing members of your leadership team.