ESSENTIAL COMMUNICATION SKILLS FOR LEADERS
1. Ability to Adapt own Communication Style
Different communication styles are the most frequently cited cause of poor
Communicationand can lead to more significant issues, such as unclear priorities
and increased stress. It's essential to identify your
better understand how you're interacting with, and leadership by, style, so that you can
the organization. For example, if you're an perceived employees across
clear vision for achieving success and align authoritative leader, you likely have a
your
effective approach for some, it might fall flat for others team
who
accordingly. While an
seek
their role. more autonomy in
2. Active Listening
Effective leaders know when they need to talk and, more
need to listen. Show that you care by asking for importantly, when they
employees'
feedback. And when they do share, actively engage in the opinions, ideas, and
questions, invite them to elaborate, and take notes. It's conversation-pose
important to stay in the
moment and avoid interrupting. Keep your focus
they're saying. To achieve that, you also needontothe employee and what it is
eliminate any distractions,
including constant pings on your cell phone or checking incoming
emails.
3. Transparency
Having unbiased approach. Beling clear in information nd
defined as transparency. Transparency can go a long way thoughts
in
with others is
Communication barrier.By breaking down that
speaking openly about the company's goals,
opportunities, and challenges, leaders can build trust amongst their team and foster
an environment where employees feel
collaborate. Just acknowledging mistakesempowered
to share their ideas and
can encourage experimentation and
create a safe space for active problem-solving.
Every individual should understand the role they play in the
more transparent leaders are, the easier it is for company's success. The
employees make that connection.
to
4. Clarity
When communicating with employees, speak in specifics. Define the
of a project or strategic initiative and be clear about desired result
by the end of each milestone. If goals aren't what you want to see achieved
being met, try simplifying your message
further or ask how you can provide additional clarity or
the less confusion there will be around priorities. help.The more clear you are,
Working toward and feel more engaged in the process. Employees will know what they're
5. Ability to Ask
Open-Ended Questions
If you want to understand employees' motivations, thoughts, and
goals better,
practice asking open-ended questions.
"Tell me more."
"Explain what youmean.
"Define that term or concept for me."
By leveraging those phrases when speaking with your team, you can elicit more
thoughtful, thorough responses and ensure you also have clarity around what they
need from you tosucceed.
6. Empathy
Being able to listen and respond with empathy is overwhelmingly the one
interaction skill that outshines all other skills.",Empathy is a universal team
value that promotes high commitment and cooperation in the workplace.
The better you get at acknowledging and understanding employees' feelings and
experiences, the more heard and valued they'll feel.
In a recent survey (pdf), 96 percent of respondents said it was important for their
employers to demonstrate empathy, yet 92 percent claimed it remains undervalued.
If you want to improve your communication and build a stronger, more productive
culture,practice responding with empathy.
7. Open Body Language
Communication isn't just what you say; it's how you carry yourself. Ninety-three
percent of communication's impact comes from nonverbal cues.
To ensure you're conveying the right message, focus on your body language. If
you're trying to inspire someone, talking with clenched fists and afurrowed brow
isn't going to send the right message. Instead, make eye contact to establish interest
and rapport and flash a genuine smile to convey warmth and trust.
8. Receiving and lmplementing Feedback
Asking for feedback from your team can not only help you grow as a leader, but
build trust among your colleagues. It's critical, though, that you don't just listen to the
feedback. You also need to act on it.
If you continue to receive feedback from your team, but don't implement any
changes, they're going to lose faith in your ability to follow through. It's likely there
will be comments you can't immediately act on--be transparent about that. By letting
your employees know they were heard and then apprising them of any progress you
can, or do, make, they'll feel as though you value their perspective and are serious
about improving.
