“...check your own style of leading for cultural bias. What assumptions are you making about what “good” participation looks like? For instance, how do you expect people to deliver feedback? What would be an appropriate and expected level of assertiveness among your team members? Do you see any patterns suggesting that your style might inadvertently favor one side, or that you might be excluding or alienating one group? Is it possible team members have been communicating with you, but you just haven’t heard their points because they’re not delivered in the way you’re accustomed to hearing? It’s your job to be hyper-vigilant for ways your own cultural biases may be clouding your leadership and reducing the effectiveness of the team.”