If leaders aren’t hearing the frontline, they’re not leading. They’re guessing, and that guesswork erodes trust long before anyone says a word.
The news didn’t shock me, but it did stop me in my tracks. A recent report showed that more than 70% of frontline workers say they have a limited understanding of company strategy—and that their feedback isn’t being heard by leadership. That combination should set off alarms for any organization that depends on its people to deliver on its promises.
With so many mid-level managers being let go over the past few years, this outcome was predictable. Those managers often served as the connective tissue between strategy and execution. Without them, senior leaders are missing a critical link: the people responsible for carrying out the work and the insights they gather every single day from customers, clients, and the flow of operations.
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Yes, AI-powered dashboards will help us see patterns faster. But dashboards don’t replace the human skills that actually move organizations forward—skills like nuanced conversations, reading the room, noticing the look someone gives when something doesn’t feel right, and creating space for people to share what they’re really experiencing.
When we listen—truly listen—to our teammates, we gain the ability to adapt to market changes before they become crises. We avoid blind spots. We catch opportunities early. And we build cultures where people feel connected to the mission, not just compliant with the tasks.
Three Actions You Can Take Right Now
- Reconnect the strategy to the work. Make space for frontline teams to ask questions, challenge assumptions, and understand why decisions are being made.
- Create intentional listening moments. Not surveys—conversations. Short, frequent, human check-ins that surface insights dashboards will never catch.
- Close the loop. When people share feedback, tell them what you did with it. Even “we’re still exploring options” builds trust.
Where have you seen frontline insights change the direction of a project, a team, or even an entire organization? And if you’re seeing gaps between strategy and execution in your own workplace, what’s getting in the way of closing them?
If you’re working to strengthen communication, rebuild alignment, or create more intentional listening practices, let’s talk about approaches that fit your culture and your people.
#LeadershipDevelopment #FrontlineEngagement #OrganizationalCulture #EmployeeExperience #LeadershipStrategy
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Bill Ryan
Bridging Distance, Building Excellence – As founder and CEO of Ryan Consulting, I transform how organizations thrive in remote and virtual environments.
For over 25 years, I’ve been fascinated by one question: How do we create extraordinary connection and performance when teams aren’t in the same room? This question has guided my career helping organizations harness the full potential of their distributed workforce.
My approach is refreshingly practical. I align what I call the 3P’s—Purpose, People, and Process—creating frameworks where remote teams don’t just function, they flourish. In today’s landscape of rapid change, this alignment isn’t just helpful—it’s your competitive edge.
Working together, we’ll craft solutions precisely calibrated to your organization’s unique challenges. Whether through customized workshops on performance support, process refinement, mobile solutions, or organizational effectiveness, I bring proven strategies that deliver measurable results.
My greatest satisfaction comes from watching leaders, teams, and individuals discover they can collaborate more effectively across distance than they ever thought possible. In a world of constant change, that’s not just good business—it’s transformational.
Ready to reimagine what your remote workforce can achieve? Let’s connect.