What Are You Teaching Your Team Without Saying a Word?
- Jun 17
- 4 min read
Michelle Clarke is a global leadership coach and facilitator who works with individuals and teams navigating uncertainty. Her work explores how improvisation mindsets build trust, agility, and real collaboration when the script no longer applies.
Over years of facilitating applied improvisation, leadership programmes, and team development workshops, I have come to appreciate something that I initially underestimated. While participants pay attention to the exercises, they pay even more attention to the facilitator. I’ve noticed that people rarely need me to tell them how to support one another. What they need is an example. If I welcome a partially formed idea, others begin doing the same. If I celebrate an attempt rather than a perfect answer, others begin doing the same. If I listen with curiosity, the room becomes more curious.
In a surprisingly short space of time, people start treating one another the way they are being treated. They notice how ideas are received. They notice what gets celebrated. They notice whether mistakes are welcomed or corrected. They notice whether contributions are built upon or quietly ignored.
In other words, they are learning the culture of the room. People learn culture by experiencing it, and the same thing happens inside organisations every day.
Leaders often assume that culture is shaped by values statements, strategy presentations, or carefully crafted communications. While those things matter, teams are constantly receiving a much more powerful message. They are watching how their leader behaves, and from those behaviours, they are learning how to treat one another.
The leadership lesson hidden inside improvisation
One of the principles we use in applied improvisation is often expressed as: “Make your partner look good.” Over the years, I have come to prefer a slightly different version: “We make each other look good.”
At first glance, it sounds simple. Perhaps even obvious. Yet when people genuinely adopt this mindset, something remarkable happens.
Instead of trying to be the smartest person in the room, they begin looking for ways to support the contributions of others. Instead of evaluating ideas immediately, they become curious about where those ideas might lead. Instead of protecting their own status, they invest in the success of the group.
The result is not only better collaboration. It is greater confidence, wider participation, and a stronger willingness to contribute. All of those things matter if we want innovation to flourish.
Teams learn what leaders model
Most leaders would like to build teams that are collaborative, innovative, and psychologically safe. The challenge is that teams rarely learn these behaviours from what leaders say. They learn them from what leaders do.
If a leader consistently interrupts people, the team learns that speed matters more than listening. If a leader dismisses unfinished ideas, the team learns that contributions should only be made when they are fully formed. If a leader rewards certainty and expertise, the team learns that questions and experimentation are risky.
But if a leader listens with genuine curiosity, builds on ideas, welcomes diverse perspectives, and acknowledges effort as well as results, the team learns something different. They learn that participation is welcome. They learn that contribution is valued. They learn that it is safe to think out loud.
In short, they learn that we make each other look good. The leader is not simply managing the team. The leader is teaching the team how to behave.
Psychological safety is built interaction by interaction
When people hear the phrase psychological safety, they often imagine a broad organisational initiative or a formal leadership programme. In reality, psychological safety is usually built through hundreds of small moments.
A leader’s response to a question. A reaction to a mistake. A willingness to acknowledge uncertainty. A moment of encouragement when somebody offers an idea that is still taking shape. These interactions may appear insignificant in isolation. Together, they create the emotional climate of a team.
People are constantly asking themselves: "Will I be heard? Will I be judged? Will my contribution matter?" Leaders answer those questions every day, whether they realise it or not.
Where do leaders learn these skills?
This is where I believe applied improvisation has something valuable to offer. Applied improvisation is often misunderstood as theatre, performance, or entertainment. In reality, it provides a rehearsal space for human interaction.
Participants practice listening. They practice building on ideas. They practice supporting one another. They practice navigating uncertainty. They practice helping others succeed.
Most importantly, they experience what it feels like when a group genuinely adopts the principle: We make each other look good. Once people experience that environment, they begin to recognise how powerful it can be in their everyday leadership.
The culture your team is learning
Many leaders want more innovation from their teams. Others want greater collaboration, stronger engagement, or more open communication. Those outcomes rarely begin with a policy. They begin with behaviour.
Every day, whether intentionally or unintentionally, leaders are teaching their teams how to interact. The question is: What are you teaching your team without saying a word?
Call to action
If you are curious about how applied improvisation can help leaders create cultures of trust, collaboration, and innovation, please reach out, as I would love to continue the conversation.
Because the cultures we hope to create are not built through instruction alone. They are built through interaction. Perhaps one of the most important lessons a leader can teach is this: We make each other look good.
Read more from Michelle Clarke
Michelle Clarke, Global Leadership Coach & Facilitator
Global leadership Coach Michelle Clarke explores how individuals and teams learn to trust, adapt, and think together when certainty disappears. As a coach and facilitator living and working globally, she examines how improvisation mindsets build trust, agility, and real collaboration in a world that refuses to stand still. Her writing is for those who are done waiting for clarity and are learning to move without a script.
