Fostering Transparent Communication During High-Growth Scaling
Designed for Scaling-stage startup team leads (especially those who manage teams of 8-20 and are newly responsible for cross-functional communication during rapid growth) to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop. Team leads are navigating explosive headcount growth, new product launches, and shifting priorities, resulting in information silos, confusion, and trust issues. Participants are both in-office and remote, juggling urgent tasks and worried about losing alignment or missing critical updates.
The Scaling Signal Hunt
Kick off with a scavenger hunt: participants are given a list of 6 subtle 'scaling signals' (e.g., teammates asking, 'Who’s the decision maker now?' or, 'Was that announced somewhere else?'). They find recent examples from their own teams—in chat logs, emails, or meetings—and share a quick story. The payoff: immediate curiosity and pattern spotting.
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Why this works
This activity leverages pattern recognition, priming participants to notice early signs of communication breakdowns. It activates curiosity and personal relevance right out of the gate.
Truth vs. Myth: Scaling Edition
Present six rapid-fire communication 'truths' and 'myths' related to scaling (e.g., 'Everyone already knows our goals'; 'Transparency slows decision-making'). Participants vote on each, then see the real consequences in scaling teams. Quick debrief: surprise, challenge, and clarity.
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Why this works
Confronts common misconceptions, reducing cognitive bias and opening minds to evidence-based practices. It encourages safe myth-busting and learning.
Scaling Stories Quick Share
Ask each participant to share in chat (or sticky notes) a one-sentence story about a time something 'fell through the cracks' during rapid growth. The facilitator reads a few aloud, validating the low-pressure sharing. This builds empathy and normalizes the challenge.
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Why this works
Low-stakes participation builds trust, reduces social anxiety, and shows that everyone faces similar scaling pains. It prepares participants to engage more deeply later.
Rapid-fire Role Switch
Divide participants into pairs. Each pair role-plays a scaling-team conflict: one is a lead, the other is a direct report frustrated by a missed update. After one minute, they switch roles, escalating the scenario. The facilitator calls out energetic transitions, keeping the room lively and responsive.
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Why this works
High-energy role play encourages perspective taking and emotional intensity, shaking up the group and building empathy. It also breaks out of passive learning, engaging kinesthetic and affective channels.
Scaling Stakes Dilemma
Pose a real-world dilemma: ‘Your company just doubled in size. Two teams launch competing features—neither knows about the other. What do you do?’ Teams brainstorm practical solutions and share. Facilitator highlights the tension between speed, transparency, and trust.
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Why this works
Anchoring learning in dilemmas drives relevance and critical thinking—participants wrestle with messy real-life decisions and see the risks of poor communication.
Personal Transparency Contract
To close, participants write a ‘Transparency Contract’: a personal statement committing to one new transparent communication behavior (e.g., ‘I will post all decisions in the #announcements channel, every Friday’). They share their contract on a digital board or in small groups, connecting intent to action.
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Why this works
Active reflection drives internalization and commitment. By setting a concrete behavior, participants bridge learning with real-world change and accountability.
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