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A weekly letter for leaders navigating what's unsaid in their teams.
Practical & Direct.
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AN OPEN LETTER TO LEADERS
WHO KNOW SOMETHING IS OFF BUT CAN'T FIX IT WITH ANOTHER OFFSITE
You already know something is off.
Your leadership team says they're aligned. But decisions still stall. The same tensions keep resurfacing.
You're spending more time mediating than leading. And the offsite you invested in last quarter changed nothing. You're not imagining it.
There's a gap between what your leadership team says out loud and what they actually think. That gap has a cost. And it's probably larger than you realize.
Jessica Bensch, Founder
“WHAT HAPPENS WHEN YOUR LEADERSHIP TEAM CAN'T TALK ABOUT WHAT'S ACTUALLY GOING ON?”
Every leadership team has things they won't say out loud. Tensions between departments. Doubts about the strategy. Concerns that never make it to the table.
That silence has a cost - stalled decisions, rework, talent walking out the door, and a CEO stuck mediating instead of leading.
It starts at the top. And it's fixable.
Why This Matters
Vanguard Voices works with leadership teams to surface what's unspoken, build the agreements and rhythms that make honest conversation sustainable, and create accountability that lasts. We don't run offsites. We don't do trust exercises. We build infrastructure that changes how your leadership team operates - with proof within 90 days.
The patterns we see in leadership teams across industries:
Decisions that never stick:
Your leadership team agrees in the meeting. Then nothing changes. No one owns the follow-through, and the same issues resurface every few weeks.
Silence where it matters most:
Your senior leaders see the risks. They see the misalignments. But raising concerns feels like career exposure, so they stay quiet and let it play out.
Offsites that fade in weeks:
You've invested in facilitation, workshops, and retreats. The energy lasts a week. Then the old patterns return because nothing structural changed.
Your leadership team sets the ceiling for what gets said out loud in your entire company. Every team below takes its cues from the top.
IT STARTS AT THE TOP.
THEN IT SPREADS.
We work with your leadership team first. Once that's working, we take the same approach to every team in your company.
Reveal What's Unspoken
We surface what your leadership team isn't saying out loud. Through structured, anonymous processes, the real dynamics come into the open - often for the first time.
Build the Infrastructure
Your leadership team co-creates the agreements, decision rights, and rhythms they will actually use. Not imposed. Built together. Owned by the people in the room.
Sustain and
Prove It
Weekly cadence, tracked commitments, and measurable outcomes. Within 90 days you have proof - for your board, your team, and yourself - that things are moving.
Leadership Team: Reveal and Build
In the first month, we surface what your leadership team isn't saying. Through structured exercises and anonymous processes, the real dynamics come into the open. Then we build the operating agreements, decision rights, and commitments together. Your team owns it from day one.
Phase 1
Every Team: Rollout and Embed
Trained changemakers inside your company take the same approach to every team. The foundation your leadership team built becomes the standard across the organisation. Supported by coaching, pulse checks, and a rhythm that holds it all in place.
Phase 2
HOW THE WORK EXPANDS ACROSS YOUR COMPANY
Psychological safety starts with the leadership team. Once that's working, it spreads to every team, then becomes visible and measurable across the organisation.
Here's what that looks like:
What Our Partners and Participants Are Saying
Vanguard Voices is an important organization doing important work. If you don't yet know about Vanguard Voices, look into their work today for the good of your organization!
Ali Atkison
HRD* The Leadership Development Company
Vanguard Voices is not afraid to challenge and bring to light what we often want to keep under the carpet - and we need more of these types of conversations in the current world. Their mission is clear and urgent: to uplift psychological safety at work on a global scale
Patrycja Riera
Inclusion Advisor & Strategist
Creating a movement is not easy and takes someone like Jessica to put it all on the line. What she has already accomplished is impressive.
Justin Tomlinson
Author, Advisor, Thought Leader
Vanguard Voices is not afraid to challenge and bring to light what we often want to keep under the carpet—and we need more of these types of conversations in the current world. Their mission is clear and urgent.. I am excited to participate in the next chapter.
Jane Doe
HR Director at Tech Innovations Inc.
“Vanguard Voices is an important organization doing important work…. look into their work today for the good of your organization!”
John Smith
Patrycja Riera
CEO of Creative Solutions LLC
Vanguard Voices is not afraid to challenge and bring to light what we often want to keep under the carpet—and we need more of these types of conversations in the current world. Their mission is clear and urgent.. I am excited to participate in the next chapter.
Patrycja Riera
Inclusion Strategist & Advisor
Patrycja Riera
THE VANGUARD VOICE.
A Weekly Letter for Leaders Navigating What's Unsaid
What Leaders Are Facing:
Real patterns from leadership teams -not theory
What Actually Works:
Practical approaches to the conversations your team is avoiding
Straight to Your Inbox:
One letter a week. Less than five minutes to read.
Written for people who lead teams and know something needs to change.
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Our Iterative Plan to Drive Real Change
Transforming workplace culture isn't a one-time task. It’s an ongoing journey that requires deliberate, intentional focus and action from all levels.
Here’s how we plan to make it happen:
Build Awareness and Momentum
The Speak Up Summit launched the movement, bringing together global thought leaders and workplace stories to spark real conversations about psychological safety. We are now expanding this momentum, building a network of changemakers committed to fostering safer work environments.
Phase 1
PHASE 2
Foster Widespread Adoption
We’re partnering with over 1,000 companies to implement best practices for psychological safety, creating a model of organizations that lead by example. By embedding these practices into their core culture, businesses can drive innovation and trust while prioritizing employee well-being.
PHASE 3
Change the System for Good
Systemic change happens when organizations commit to making psychological safety part of their foundation. We’re pushing for policies, leadership, and day-to-day actions that guarantee safe, inclusive workplaces where everyone can thrive without fear of retaliation.
This is your moment.
Being a changemaker in an organization isn’t about maintaining the status quo or accepting empty promises. It’s about leading the charge toward a better, safer, and more inclusive workplace—where every voice matters, and every employee feels safe to speak up. At Vanguard Voices, we don’t ask, “How do we preserve what’s comfortable?” We ask,
Jessica Bensch, Founder