Usually the leader needs to lay down some ground rules and before people will believe and trust to open up in that environment they'll need to see the leader model what he wants.  It might be important to take the meeting off site in a retreat environment with some time and prep work taken to set the stage and take people out of their familiar surroundings.

Organizations build up their informal rules and practices for a reason. 

If you have a leader who has a thin skin or a quick temper and has a reputation for reacting or responding to criticism, I don't care what that leader says in an open meeting about inviting such "honesty".  People are going to believe what they've seen modelled for years unless those experiences are counteracted with some demonstration such as a willingness to acknowledge those shortcomings and a deliberate confession of that behavior being wrong or something that will be on peoples minds.

Some organizations you might want to have a consultant involved to lend credibility and point to seriousness.

If you've got an effective leader however that already has a high level of trust and respect I can certainly see that being pulled off, but it's not as simple as just saying it and expecting it in many cases.

I don't know that even an opening like that could change the room when that spirit dominates everyday.

The sad truth is that in MANY (I would say well over half of the churches I've consulted with) churches, there has not been a level of total trust and job security below the senior management team. Sadly, leading by fear of reprisal has been all too common in the church and it's being modeled for new young leaders to see the "results" but not the relational wreckage.

The humility of a servant leader, as model by our Lord Jesus, should be the norm. I hope your post resonates beyond this blog and into the hearts of pastors everywhere.

- Anthony

It doesn't just happen though.  There needs to be a deliberate setting of tone by the primary leader and it takes time to build that level of trust and honesty.  People are generally wired to believe it when they see it and experience it.

If it hasn't been there before, it takes some time and targetted effort to transform the culture in an organization to operate that way.  It can be done though!

It sounds to me like Phil hit a meeting with a leader who had already won enough respect and trust that he could translate it into the type of meeting he observed.  That speaks well of that leader and the ability of that organization to respond to the call.

BTW, if God allows, I'm hoping to be able to translate into some Church consulting.  Would you be willing to give me some input offline?