Leadership Communication Techniques

Next week marks 25 years since I founded Mongabay out of my passion for nature (https://mongabay.cc/pazNOU). I never imagined that a personal effort to raise awareness about tropical forests would evolve into a global network of dedicated journalists reporting from nature’s frontlines (https://mongabay.cc/9v8f9C). It’s been incredible to see the contributions of these talented individuals making a real-world impact, from halting destructive projects to inspiring meaningful action. Reflecting on this journey, here are a few lessons that have guided my approach at Mongabay: 🌿 Recognize when success is due to circumstances or good fortune, rather than solely talent or insight. Acknowledging the role of luck and external factors is crucial for understanding the true reasons behind why something has worked. 🌿 Model the behavior and values you wish to see in your team. Leading by example fosters a culture of integrity. 🌿 Invest your time and energy where it counts. Focus on areas where you can make the most significant impact, even if it means making tough choices. 🌿 Respect people and their ideas, other species and the ecological systems that sustain us. A holistic view of respect fosters a deeper connection to your mission and to each other. 🌿 Believe in the goodwill of others. This builds a foundation of trust. 🌿 Listen. Truly listening can reveal insights and perspectives that might otherwise be overlooked. 🌿 Encourage open communication. Dialogue is key to fostering innovation and resolving conflicts. 🌿 Limit assumptions, especially when it comes to people. Keeping an open mind reduces misunderstandings and promotes inclusivity. 🌿 Minimize micromanagement. Trust your team and give them the autonomy to thrive. 🌿 Find passionate people and offer them opportunities to pursue purposeful work. 🌿 Position people to succeed. 🌿 Ensure that people have the flexibility and support to maintain a healthy work-life balance 🌿 Foster a “no blame” culture. Learning from mistakes rather than assigning blame can reduce tension. 🌿 Admit when you’re wrong. 🌿 Say thank you. Genuine gratitude strengthens relationships and morale. 🌿 Follow through on commitments. Reliability is the cornerstone of trust and respect. 🌿 Be scrappy. Resourcefulness can overcome limitations and lead to innovative solutions. 🌿 Embrace iteration. Continuous improvement is essential in a changing world. 🌿 See things through. Persistence, with flexibility, can help overcome adversity. Staying committed while adapting to new challenges is crucial for long-term success. 🌿 Get outside regularly, ideally in nature. Nature can inspire and rejuvenate, reminding us why our work matters. Thanks to everyone who has been part of this journey. Your support and dedication have been invaluable. 📸 Jul 1999 and May 2024

Building a strong company culture is a continuous process. It requires more than just defining values and hanging posters on the wall. It demands active participation and a genuine commitment to two-way communication. Too often, organizations fall into the trap of "top-down" culture building. Leaders dictate the values, but employees are left feeling unheard and disconnected. True culture change happens from the bottom up. Think of it like this: you can say you value transparency, but if you look down on people who speak up, your culture will be anything but transparent. Actions speak louder than words. So, how do we build cultures that truly resonate? • Involve employees in the process from the start. • Create safe spaces for open and honest feedback. • Empower individuals to contribute to shaping the culture. • Be consistent in your actions, demonstrating the values you preach. The result? A workplace where people are engaged and genuinely invested in the company's success. Yes, building a culture of trust and transparency takes time and effort. But the payoff is immense.

Tired of being the bottleneck? Speak like a leader who inspires. No one teaches us how to be great leaders. Most of us learn by observing those we’ve worked for. We pick up habits along the way - some helpful, others not so much. If we’re honest, we’ve all used phrases that unintentionally demotivate our teams. I know I have. The good news is that leadership is a skill, and like any skill, it can be refined. We can choose to intentionally use words that motivate and inspire, rather than try to control and criticise. It's a small shift, but it can have a big impact. Next time you feel frustrated or find it hard to inspire your team into action, try using language that encourages collaboration and growth. 1/ Instead of saying: "You need to fix this." ↳ Try saying: "Can you walk me through how you plan to approach this?" 2/ Instead of saying: "Don't make mistakes like this again." ↳ Try saying: "What can we take away from this to avoid it happening again?" 3/ Instead of saying: "Just do it the way I showed you." ↳ Try saying: "How would you approach this? Let’s compare ideas." 4/ Instead of saying: "Who's responsible for these mistakes?" ↳ Try saying: "Let’s work together to understand what happened and prevent it next time." 5/ Instead of saying: "I might as well do it myself." ↳ Try saying: "I see you’re struggling with this - how can I help you succeed?" 6/ Instead of saying: "That's not how we do things." ↳ Try saying: "Can you walk me through why you’ve done it this way?" 7/ Instead of saying: "This didn’t go as planned." ↳ Try saying: "I appreciate the effort - how can we adapt this together?" 8/ Instead of saying: "I’ll just save time and do it myself." ↳ Try saying: "I trust your judgment to take this forward. What do you need to make it a success?" 9/ Instead of saying: "Why didn’t you tell me earlier?" ↳ Try saying: "What can we do to improve communication on this?" 10/ Instead of saying: "This isn’t good enough." ↳ Try saying: "What additional support do you need to make this even better?" Leadership isn’t about having all the answers. It’s about creating an environment where others feel trusted, supported, and capable of success. 👉 What phrases do you use to motivate your team instead of micromanaging them? ♻️ Share this post to help your network build stronger leadership skills. 🔔 Follow me, Jen Blandos, for actionable daily insights on business, entrepreneurship, and workplace well-being.

The Power of Conscious Communication Have you ever walked away from a conversation feeling frustrated, disconnected, or stuck in conflict — despite your best intentions? Or maybe you’ve experienced the opposite — a conversation where you felt truly heard, understood, and aligned. What makes the difference? Marshall Rosenberg’s Nonviolent Communication reveals a powerful truth: our language is either building connection or reinforcing disconnection — often without us realizing it. On the disconnecting side, we often fall into patterns like: ❌ Blaming or criticizing ❌ Making demands instead of requests ❌ Defending or withdrawing These are often automatic — especially under stress — yet they rarely create the outcomes we want. On the connecting side, we can create stronger relationships by focusing on: ✅ Observing without judgment ✅ Expressing our feelings honestly ✅ Naming the deeper needs behind those feelings ✅ Making clear, actionable requests The key difference: ❌ Disconnecting communication denies choice — making people feel controlled, defensive, or resistant. ✅ Connecting communication invites choice — fostering collaboration, trust, and accountability. How Leaders Can Use This Tool 1️⃣ Check Your Default Mode: When conversations become tense, ask yourself: • Am I reacting or responding? • Am I blaming or seeking to understand? • Am I making a demand or inviting collaboration through a clear request? 2️⃣ Use the Wheel as a Guide: If you notice yourself leaning toward disconnecting patterns, pause and shift to connecting behaviors — like asking a clarifying question, expressing your feelings, or inviting input. 3️⃣ Build Team Awareness: Share the wheel with your team and ask: • Which patterns show up most often in our conversations? • What connecting behaviors could improve how we communicate and collaborate? Shifting to conscious communication isn’t about being perfect — it’s about being aware. Small shifts in language can transform your conversations, your relationships, and your leadership. For those familiar with the Leadership Circle Profile (LCP), Nonviolent Communication (NVC) offers practical tools to support the shift from reactive to creative leadership. By promoting self-awareness, empathy, and clear communication, NVC helps leaders break free from reactive patterns like Controlling or Complying, while strengthening creative competencies such as Authenticity and Relating.

What we say vs what they hear: A translation guide for high-performers. After 15 years of leadership conversations, I've seen a lot lost in translation. Here are the most misunderstood, well-meaning phrases: 1️⃣ "Be More Strategic" What leaders mean: Think bigger picture What employees hear: "You're being too tactical." Say instead: "Let's look at this from three angles: ↳ What we're doing now ↳ Why we're doing it ↳ Where this takes us in 6 months." 2️⃣ "Act Like an Owner" What leaders mean: Take initiative What employees hear: "Work more hours without more pay." Say instead: "You have full authority to: ↳ Make your best decision ↳ Choose the approach ↳ Own the outcome." 3️⃣ "Let's Think Outside the Box" What leaders mean: Find innovative solutions What employees hear: "Your current ideas aren't good enough." Say instead: "What if we: ↳ Had unlimited resources? ↳ Had to solve this in 24 hours? ↳ Could only use what we have now?" 4️⃣ "Keep Me in the Loop" What leaders mean: Share important updates What employees hear: "Ask permission for everything." Say instead: "These are the 3 things I need to know: ↳ Risks that could delay us ↳ Resources you need ↳ Wins worth celebrating." 5️⃣ "Act Like an Owner" What leaders mean: Drive this to completion What employees hear: "Don't ask for help." Say instead: "You're empowered to: ↳ Make key decisions ↳ Pull in resources ↳ Escalate blockers early." 6️⃣ "Be More Visible" What leaders mean: Share your impact What employees hear: "Learn to play politics." Say instead: "Help others understand: ↳ What you're solving. ↳ Why it matters. ↳ How they can help." 7️⃣ "Push Back More" What leaders mean: Challenge assumptions What employees hear: "Stop being a pushover." Say instead: "I expect you to: ↳ Question my thinking. ↳ Propose alternatives. ↳ Defend your viewpoint." 8️⃣ "Be More Proactive" What leaders mean: Anticipate needs What employees hear: "You're easily overwhelmed." Say instead: "Before our next review: ↳ What might go wrong? ↳ What opportunities do you see? ↳ What would you do differently?" 9️⃣ "Make It Happen" What leaders mean: Find a creative way What employees hear: "Just work harder" Say instead: "Let's align on: ↳ What success looks like. ↳ Resources available. ↳ Non-negotiables." 🔟 "Work Smarter, Not Harder" What leaders mean: Find and solve problems. What employees hear: "You're not working efficiently." Say instead: "Let's identify: ↳ What we can automate. ↳ What we can eliminate. ↳ What actually drives value." Key Principle: High performers don't need motivation. They need clarity. The best leaders don't inspire through tough love. They empower through clear guidance. 💭 Which phrase do you hear most often? 🔄 Share to help other leaders communicate better 🔔 Follow Dave Kline for more practical leadership posts.

Day 19 of 44: The Power of Listening John was upset. Very upset. He knew he should compose himself before barging into his manager’s office. But he was beyond caring. When the manager saw him, he closed the laptop he was working on and asked John to sit down. The manager then got up, shut the door which John had left open, sat down and asked him what the problem was. As John recalls it, he spoke for about 5 minutes without the manager saying a word. It was only after John had gotten the anger out of his system, that the manager began to ask questions, to better understand the issue. As John left the manager’s office, he felt for the first time, that he had been heard; not just listened to, but actually heard. He told me this story when I asked him why he was leaving a well-established bank to join a new bank with an uncertain future. His reason? This manager was a member of the leadership team in the new bank and had invited John to come with him. He had accepted without hesitation. John did not tell me whether the matter that he was very upset about was resolved by his manager. Nor did I remember to ask. We all know that effective leadership is built on strong communication skills. And yes, a leader should have good verbal communication skills. But a crucial aspect of communication which is often underestimated, is effective listening. A good leader must emphasize understanding his team members and fostering trust. This engenders better decision making. To do so, he must master the art of effective listening. When a leader listens, he builds trust. He shows his team members that their voices matter. This encourages collaboration and strengthens relationships. In such an environment of open dialogue where the voice of the leader is the least, rather than the most heard, creativity and innovation thrive! A study by Harvard Business Review showed that leaders who practice active listening are 20% more effective than those who do not. Habit 5 of Stephen Covey’s 7 Habits of Highly Effective People enjoins us to, “Seek first to understand, then to be understood”. This is even more applicable to leaders. A leader must first seek to understand the issue at hand. Only then can he lead effectively. And as a popular saying goes, "Nature has given us two ears and one mouth, and the wise man will use them in that proportion". In an Emotional Intelligence training, we were taught to practice listening without saying anything for at least 60 seconds. I practice this … sometimes. When I do, I hope I am fully present and listening to what is being said - not just waiting for the 60 seconds to lapse before taking over the stage. The best leaders I have met are not the ones who spoke the most. They are the ones who listen the best. Stephen Covey highly recommends effective listening. That is how you seek first to understand. The study by the Harvard Business Review validates it. You really ought to practice it.

Ask Better. Lead Better. (Ask these questions to turn noise into clarity): Smart leaders do not rush to answers. They hunt for the question that unlocks the room. Ask with intent. Listen like it matters. 1. Frame the real problem ↳ What outcome are we truly chasing? ↳ If we did nothing, what would actually happen? ↳ What would make this effort a clear win? 2. Get the context ↳ What has been tried and why did it stall? ↳ What constraint bites first time money trust? ↳ What signal tells us we are on the right track? 3. Name the stakes ↳ What becomes possible if this works? ↳ What is the most expensive way to be wrong? ↳ What risk are we quietly accepting? 4. Map the humans ↳ Who feels the pain most and how do we know? ↳ Who decides and who vetoes in practice? ↳ Who has solved a version of this already? 5. Define success in the wild ↳ What will users do differently next week? ↳ What metric moves first and by how much? ↳ What would make us stop and celebrate? 6. Open the option space ↳ What would we do if we had half the time? ↳ What would we do if we had double the trust? ↳ What is the simple version we can ship now? 7. Pressure test reality ↳ What could break this in month three? ↳ Where are we guessing and how do we learn fast? ↳ What small bet would de risk the rest? 8. Decide and commit ↳ What will we say no to because of this yes? ↳ What is the first irreversible step? ↳ What does day one look like on the calendar? 9. Align and communicate ↳ Who needs to hear what by when? ↳ What will confuse people and how will we make it clear? ↳ What promise are we making publicly? 10. Execute without drama ↳ What is the next visible inch of progress? ↳ What support is missing right now? ↳ What will we automate after the second repeat? 11. Learn while moving ↳ What surprised us and what does it teach? ↳ What will we stop start continue this week? ↳ What evidence would change our mind? 12. Protect energy and focus ↳ What can we drop without consequence? ↳ What boundary keeps this sustainable? ↳ What would make this easier for future us? Better questions change meetings. Better listening changes outcomes. What question do you reach for when a room gets stuck? ♻️ Share this with someone who turns answers into action ➕ Follow Helene Guillaume Pabis for human first leadership that works ✉️ Newsletter: https://lnkd.in/dy3wzu9A

Two Words That Can Weaken Your Message: '𝐉𝐮𝐬𝐭' 𝐚𝐧𝐝 '𝐖𝐚𝐧𝐭𝐞𝐝' From personal experience, I've found that two words can significantly weaken the impact and tone of your communication. The sooner you remove them, the better. 𝐖𝐡𝐲 𝐓𝐡𝐞𝐬𝐞 𝐖𝐨𝐫𝐝𝐬 𝐌𝐚𝐭𝐭𝐞𝐫: '𝐉𝐮𝐬𝐭': Using 'just' can make your statements seem less confident and more hesitant. It diminishes the importance of what you’re saying. For example, "I just wanted to check in" sounds less assertive than "I wanted to check in." '𝐖𝐚𝐧𝐭𝐞𝐝': Including 'wanted' can create unnecessary distance between your intention and your action. It can make your request or statement feel less direct and immediate. For instance, "I wanted to ask if you could help" feels less direct than "Can you help?" 𝐇𝐨𝐰 𝐭𝐨 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧 𝐘𝐨𝐮𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: ➾Be Direct: Replace "I just wanted to see if" with "I’m checking if." This approach is more straightforward and confident. ➾Be Assertive: Swap "I wanted to remind you" with "I’m reminding you." It conveys clarity and assurance. ➾Eliminate Fillers: Simply say what you mean without unnecessary qualifiers. Instead of "I just wanted to follow up," say "I’m following up." 𝐄𝐱𝐚𝐦𝐩𝐥𝐞 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧𝐬: ➻"I just wanted to ask if you could help with the project." → "Can you help with the project?" ➻"I just wanted to check in about our meeting tomorrow." → "I’m checking in about our meeting tomorrow." By removing 'just' and 'wanted' from your vocabulary, you can communicate more powerfully and effectively. Try this small change and notice the difference in how your messages are received. Give it a shot and see how it transforms your communication!

Most leaders struggle to say what they really mean. Here’s what the best say 👇 I’ve helped over 300 CEOs become world-class communicators. Not just on stage, but in everyday conversations that shape culture and performance. Here’s what it looks like in practice: 1/ Give Clear Direction ↳ Don’t say: “We should work on this soon.” ↳ Say: “Here’s the next step: [task].” ↳ Say: “The current priority is [goal]. Let’s focus there.” 2/ Provide Constructive Feedback ↳ Don’t say: “This could be better.” ↳ Say: “Thanks for your work on [task]. One way to improve it is [suggestion].” ↳ Say: “Good start. Let’s refine it by [specific change].” 3/ Set Boundaries with Confidence ↳ Don’t say: “I’ll try to squeeze it in.” ↳ Say: “I can’t commit to that right now, but here’s what I can offer.” ↳ Say: “Let’s stay focused on [topic] to make the most of our time.” 4/ Handle Difficult Conversations ↳ Don’t say: “Let’s talk later.” ↳ Say: “There’s something important we need to address. Is now a good time?” ↳ Say: “I understand your point. I can’t agree to that, but here’s what I can do.” 5/ Inspire and Motivate Others ↳ Don’t say: “Great job.” ↳ Say: “Your work on [project] made a real impact. Thank you.” ↳ Say: “I believe in your ability to lead this. How can I support you?” 6/ Navigate Conflict with Diplomacy ↳ Don’t say: “That’s not what I meant.” ↳ Say: “Let me clarify what I meant.” ↳ Say: “Help me understand your perspective so we can find common ground.” ❓Which sentence do you use a lot when leading your team? —----------------------- Useful? ♻️Repost to help someone become a better leader.  And follow me Oliver Aust for daily insights on leadership communications.

Stop wasting meetings! Too many meetings leave people unheard, disengaged, or overwhelmed. The best teams know that inclusion isn’t accidental—it’s designed. 🔹 Here are 6 simple but powerful practices to transform your meetings: 💡 Silent Brainstorm Before discussion begins, have participants write down their ideas privately (on sticky notes, a shared document, or an online board). This prevents groupthink, ensures introverted team members have space to contribute, and brings out more original ideas. 💡 Perspective Swap Assign participants a different stakeholder’s viewpoint (e.g., a customer, a frontline employee, or an opposing team). Challenge them to argue from that perspective, helping teams step outside their biases and build empathy-driven solutions. 💡 Pause and Reflect Instead of jumping into responses, introduce intentional pauses in the discussion. Give people 30-60 seconds of silence before answering a question or making a decision. This allows for deeper thinking, more thoughtful contributions, and space for those who need time to process. 💡 Step Up/Step Back Before starting, set an expectation: those who usually talk a lot should "step back," and quieter voices should "step up." You can track participation or invite people directly, helping create a more balanced conversation. 💡 What’s Missing? At the end of the discussion, ask: "Whose perspective have we not considered?" This simple question challenges blind spots, uncovers overlooked insights, and reinforces the importance of diverse viewpoints in decision-making. 💡 Constructive Dissent Voting Instead of just asking for agreement, give participants colored cards or digital indicators to show their stance: 🟢 Green – I fully agree 🟡 Yellow – I have concerns/questions 🔴 Red – I disagree Focus discussion on yellow and red responses, ensuring that dissenting voices are explored rather than silenced. This builds a culture where challenging ideas is seen as valuable, not risky. Which one would you like to try in your next meeting?  Let me know in the comments! 🔔 Follow me to learn more about building inclusive, high-performing teams. __________________________ 🌟 Hi there! I’m Susanna, an accredited Fearless Organization Scan Practitioner with 10+ years of experience in workplace inclusion. I help companies build inclusive cultures where diverse, high-performing teams thrive with psychological safety. Let’s unlock your team’s full potential together!