It’s not always easy to talk about the underlying issues—because people hold back.
There’s a fear: what if voicing a concern just opens the floodgates to endless complaints?

But if we can’t put ego aside and focus on shared solutions, we might lose our colleagues' trust in the long run.
Zoltán Gazsi believes it’s essential to follow up on problems and learn to show up not for ourselves—but for results:

“Usually, the problem someone raises isn’t something minor.
It’s just been wrapped up in layers—and if you don’t unwrap it, you learn nothing.
The question is: can you create a culture where in a meeting, people don’t attack each other’s personalities, but actually discuss the topic?
It’s really hard, because things can easily slip into the personal.”

In a safe organizational culture, people can voice opinions not only about the system—but about each other.
Knowing someone else’s perspective makes it easier to adjust your behavior, explain your actions, or clear up misunderstandings.

As leaders, it’s our job to plant and nurture this mindset—so that it becomes a true part of the company culture.

Want to explore the topic in more depth?
Listen to the full conversation in the latest episode of our Game Changers Podcast!