Leader Actions
During the 2026 Simon Summit, we reviewed the Dialogue Survey results and the common themes that emerged. As a group of leaders, we came together to move from talk to traction. We challenged ourselves to identify immediate, no‑cost actions within our own control that can strengthen trust, engagement, and connection across our teams. Rather than focusing on long‑term initiatives, we focused on what we can personally do differently starting tomorrow.
The commitments below reflect actions we identified as leaders, grounded in employee feedback, and intended to shape our culture through everyday leadership behaviors.
As you review these commitments, ask yourself: What will you commit to doing today?
Communication and Transparency
☐ Explain the “why” behind one recent decision.
☐ Use one clear communication channel instead of several.
☐ Ask: “What questions does this raise?” And pause.
☐ Communicate sooner, even if all details aren’t final.
Workload, Burnout, and Work-Life Balance
☐ Ask: “What feels hardest to manage right now?”
☐ Re‑prioritize or remove one task.
☐ Acknowledge workload pressure instead of normalizing it.
☐ Thank someone for effort, not just outcomes.
Consistency and Fairness
☐ Pause and ask myself: “Would I handle this the same way for anyone else?”
☐ Explain the reasoning behind a decision that may feel inconsistent.
☐ Address a known outlier directly instead of letting frustration build.
☐ Align with another leader on one shared expectation.
Onboarding and Early Experience
☐ Check in with a newer employee and ask: “What is unclear?”
☐ Share one piece of “tribal knowledge” or an unwritten rule.
☐ Introduce a new hire to someone outside their immediate role or department.
☐ Ask: “What do you wish someone had explained sooner?”
Field and Corporate Connection
☐ Ask a field employee: “How did that decision land with you?”
☐ Pick up the phone instead of sending an email.
☐ Explain how a decision was made, even if it’s unpopular.
☐ Ask: “What would this look like from your side?”
Career Growth and Development
☐ Ask a direct report: “Where do you want to grow next?”
☐ Clarify one expectation for success that may currently be assumed, not stated.
☐ Schedule a short development check‑in focused on growth, not performance.
☐ Share an example of how someone has progressed within the company.
Recognition and Appreciation
☐ Thank someone specifically for a behavior or effort.
☐ Recognize effort in the moment, not later.
☐ Ask an employee how they prefer to be recognized.
☐ Call out good work in front of peers.
Culture, Trust, and Psychological Safety
☐ Follow up on one employee concern and clearly explain what I can act on, what I cannot, and why.
☐ Ask one employee: “What makes it hard to speak up right now?” And listen without defending.
☐ Acknowledge someone who raised a concern and thank them for doing so.
☐ Close the loop on something I said I would follow up on.