Forty-three percent of executives rate their organization's collaboration as excellent. Only eighteen percent of everyone else agrees. That twenty-five point gap isn't a communication problem—it's a seeing problem. And "my door is always open" isn't fixing it.
This webinar dissects the disconnect effect: why leaders consistently overestimate organizational health while employees experience something entirely different. The data is stark—executives feel three times more satisfied with communication and collaboration than their teams. Less than half of organizations create opportunities for employees to connect directly with leaders. And in a remote work environment, that mythical "open door" has become even more meaningless.
Drawing on the Arbinger 2024 Workplace Trends Report, Dan Moss introduces three tools designed to close the perception gap: Meet to Learn (going to employees with curiosity, not assumptions), Meet to Give (offering help based on self-reflection, not advice), and the 3A+ Development Framework (a self-assessment that finally accounts for your impact on others—not just your individual performance). The session tackles why traditional performance reviews fail (only one-third of professionals find them valuable), why feedback requires psychological safety before it can be effective, and why the most capable employees can still be organizational liabilities if their impact on others is negative.
Learning Objectives
- Identify the disconnect effect between how leaders and employees perceive organizational health
- Apply Meet to Learn to gather information from employees without assumptions or agenda
- Use Meet to Give to offer help based on self-reflection rather than unsolicited advice
- Implement the 3A+ Development Framework as a self-assessment tool that includes impact on others
