How should a leader react if a subordinate remains silent during counseling?

A leader should encourage open communication when a subordinate remains silent during counseling for several reasons. First, silence may indicate that the subordinate is feeling unsure, anxious, or unprepared to respond. By promoting an open dialogue, the leader creates a safe environment where the subordinate may feel more comfortable to express their thoughts and feelings.

This approach also reinforces the importance of the counseling process, as it allows for feedback and clarification, fostering a stronger rapport between the leader and the subordinate. Engaging the subordinate in conversation can help identify underlying issues that may be contributing to their silence and offers an opportunity for personal development and support.

In contrast, demanding an immediate response could put undue pressure on the subordinate, potentially leading to more withdrawal and avoiding the deeper issues that need addressing. Ending the session would dismiss the opportunity for constructive feedback and may leave the subordinate feeling unsupported. Ignoring the silence would fail to address the communication barrier and could harm the working relationship, as it does not take into account the need for effective dialogue. Therefore, encouraging open communication is the most productive response in such situations.