I’ve noticed in meetings that silence can be mistaken for agreement. In truth, silence is ambiguous. All too often people nod along and actions are assigned. Only when the work stalls does it become clear that other things took priority, or that barriers previously undiscussed hindered progress — all because someone felt unable to speak up at the time. Silence, even when well-intentioned, can slow progress and weaken trust.

That’s why one of the principles in our Culture Code — No Silent Disagreement — matters so much. It’s a reminder that openness isn’t confrontation. It’s a sign of respect. The moment we stop speaking honestly with each other, we lose the chance to make better decisions.

Openness means being able to say, I’m not sure this will fit alongside my other priorities, I’m not sure I have the required resources, or I see it differently — without fear that it will be taken personally. Ownership means doing what we’ve committed to, or being transparent early if something changes. Both require trust.

At EUB, we’re building a culture that values that kind of honesty. A place where people can disagree, refine ideas together, and still leave the room aligned. It’s not always comfortable — but it’s how progress happens.

Universities depend on collaboration. Student admissions, curriculum planning, partnerships — none of it works without shared clarity. When people feel safe to speak up, better ideas surface sooner, and the group becomes stronger.

So as we move forward, I hope we continue to make honesty a habit. Not just upward to leadership, but across every level of the university.

Because when people feel heard, they take ownership. And when ownership is shared, the culture strengthens.

Silence might feel easier in the moment, but openness — expressed with care and fairness — is what keeps a community moving forward.