Employee communication is insufficient.
Encouraging Silent Experts to Share
Employee communication is lacking – here's how to initiate the conversation.
Do you know the feeling? You know your employee has important information, but they aren't sharing it. The team is working around them, and you’re wondering how to encourage communication. Here, you’ll learn how to initiate the conversation—without overwhelming them.
Why Some Experts Keep Their Information to Themselves
You have a highly competent employee who knows everything—but says nothing. They work on their projects, deliver great results, but the team never knows what they are working on or what they think. In meetings, they sit silently, even though they likely have the best solution in mind. You wonder: Why don’t they share their knowledge?
People with this personality type are often strategic thinkers who grasp complex relationships. For them, communication is not a social act but a tool—one that is used only when there is a clear purpose. They find small talk inefficient and updates unnecessary if nothing significant has changed.
They assume that others think as logically as they do. When the solution seems obvious to them, they don’t understand why they need to explain it. At the same time, they often have had negative experiences when their ideas were misunderstood or dismissed superficially.
This doesn’t mean they don’t want to cooperate. They simply need a different approach—one that respects their way of thinking and demonstrates why communication is important for the bigger picture.
Here's how the conversation might go.
Two Approaches to Addressing Communication
The typical mistake
You address Sabine regarding her lack of communication.
Sabine, I've noticed that you speak very little in meetings. The team needs more input from you.
I don't understand the problem. If I had something important to say, I would say it.
But it's also about team dynamics and collaboration. You need to communicate more.
This is inefficient. I focus on my tasks and deliver results. Emotions do not change reality.
Sabine dismisses the criticism, viewing it as irrational.
A better approach.
You demonstrate to Sabine the tangible business impact of insufficient communication.
Sabine, I greatly value your professional expertise. I've noticed that the team sometimes works in parallel on solutions that you have already considered.
The facts speak for themselves. If everyone followed my plan, we would be more efficient.
Exactly what I mean. Your strategic overview could save the team 20% of their working time. How can we make your knowledge more accessible?
I've explained this three times already... but perhaps we need more structured documentation.
Sabine recognizes the logical benefits and is open to solutions.
Sabine Hartmann
INTJ – "The Strategist"Sabine is highly competent and strategically brilliant. She sees connections that escape others and is usually right – which she knows. Her problem: She forgets that people aren't chess pieces. She communicates briefly, considers small talk a waste of time, and doesn't understand why others react so emotionally.
Typical phrases: "That's inefficient.", "I don't understand the problem."
💡 This personality type frequently causes the leadership problem "Employee communication is insufficient.".
In conversation with strategic thinkers.
What works and what doesn’t for analytical personalities.
Recommended Strategies
Proven approaches for effective leadership
Start by acknowledging their expertise.
Show that you value their professional expertise before offering criticism.
Leverage data and concrete examples.
Argue with measurable impacts such as time loss or duplicate work within the team.
Inquire about their strategic perspective.
Let them explain how they perceive the situation and what solution they would propose.
Give time for reflection.
Don't expect an immediate response; instead, schedule a follow-up appointment.
Focus on business impact.
Explain how improved communication enhances overall efficiency and outcomes.
Pitfalls to Avoid
Common pitfalls and how to avoid them
Avoid emotional appeals.
Arguments like "The team feels excluded" seem irrational to them.
Don't criticize their way of working.
You view your methods as logical and efficient – and I respect that.
Expect no willingness for small talk.
Don't force them into superficial conversations or social activities.
Avoid vague wording.
Statements like "communicate more" are too vague and unhelpful for them.
"Don't question their expertise."
This immediately leads to resistance and isolation.
Conduct realistic role plays with various personality types. Each character reacts differently—just like in real professional life.
Frequently Asked Questions about this Leadership Challenge
Other leaders are wondering the same thing.
How can I identify if my employee is an INTJ personality type?
Why does my employee communicate so little – is it a lack of interest in the team?
How do I prepare for a conversation with a quiet employee?
How can I initiate the conversation effectively without my employee shutting down immediately?
What should I do if my employee becomes defensive or starts justifying themselves during a conversation?
What happens after the conversation – what should I keep in mind?
Does such a conversation really make a difference, or will my employee become even more reserved?
When is a conversation no longer sufficient – when should I involve HR?
How does AI training for challenging employee conversations work?
Is an AI role-play truly comparable to a real employee conversation?
How much time should I allocate for training?
Where can I find more information about the INTJ personality type as a leader?
Overview of all leadership challenges
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