That is a question I asked myself back in 2021. It led to a journey that eventually became the Share & Reflect model. I will share that story another time. For now, I want to focus on what the model actually does and what happens when you use it consistently over time.

Most teams have experienced when decision-making feels slow or unclear, discussions go in circles, a few people speak and others stay quiet. Everyone wants constructive dialogue but it rarely happens in practice. The missing piece is better listening.

As Amy C. Edmondson puts it, “To make talking efficient, you need a culture of listening.” That idea is also reflected in insights from World Economic Forum and The Future of Jobs Report 2025, where skills like active listening, collaboration and reflection are becoming increasingly important.

When people actually listen to each other something shifts. If I feel heard, it becomes meaningful to share. When ideas are shared and received, it becomes possible to explore differences and alignment. Pros and cons become clearer, understanding deepens and that is where better decisions are made.

That is the foundation Share & Reflect by TeamKraft is built on.

There are many strong formats for team dialogue such as Lean coffee, Hot potato, 1-2-4-All. I have used many of them and over time, I kept what worked and refined what did not. One key learning stands out: Consistency builds trust. When a team uses the same structure repeatedly and sees that it leads to real action, the format becomes part of how the team works, not just something you try in a workshop: that format is Share & Reflect.

Share & Reflect: running it is simple, but it requires discipline.

1. Start with a clear facilitator and a defined topic. If preparation is needed, be explicit about expectations in advance. Begin with a short check-in by asking if there is anything people need to leave behind before starting. It sounds small, but it helps people become present.
2. Set the scene clearly. What is the purpose, what is the topic, how will the session run and what is expected from the team. Engagement and active listening are not optional.
3. Move into the first round of sharing (1 min): Each person gets up to a minute to share their own perspective. What do I think, what do I believe, how do I see this.
4. Move into the second round of sharing (1 min): Each person builds on what they heard. What do I agree with, what do I see differently. The goal is not consensus, it is clarity.
5. Open up the discussion. This is where facilitation really matters. It should not become a conversation between a few people. It needs to stay a team dialogue where everyone is heard. Capture insights transparently and use a consistent tool, i.e. Miro, regardless of whether you are remote or in the same room.
6. Close the loop. Mirror and summarize what you heard. What are the agreements, what remains unclear and what actions should be taken. Always define who is responsible for driving each action, who else will be part of the progress, what we expect from taking action, what needs to be done and when. And most important -  follow up.

Because this is where most teams fail. Without follow-up, trust is lost. And without trust, the format will not last. If you want to start somewhere I suggest you to start right here:

"How do we build trust in how we follow up on action points?"

That conversation alone can change how your team works.