Communicate to Lead. Master the Three Communication Pillars

“Great leaders communicate & great communicators lead” – Simon Sinek, Author

MLK, Obama, Kennedy, Clinton, Steve Jobs, Indira Nooyi, Sam Altman, Oprah Winfrey.  

Whether they’re running a nation or leading an organization, good leaders rely on effective communication skills to motivate, influence and build relationships with their teams within the organization and with external stakeholders.

Mastering these Three Communication Pillars will prepare you to lead effectively, inspire and motivate your team and be well-equipped to take on leadership challenges.

 

Communication Pillar 1: Active Listening

“I like to listen. I have learned a great deal from listening carefully. Most people never listen” – Ernest Hemingway, Novelist & Nobel Laureate

Good leaders are active listeners.  By actively listening, the leaders demonstrate genuine interest in their team’s input and perspectives. It allows leaders to gather a wider range of information before making decisions. Active listening helps to clarify expectations, resolve conflicts, and ensure everyone is on the same page. 

Active listening shows employees that their contributions are important and that their voices are valued.  Active listening and team building were amongst the greatest strengths of Indra Nooyi, former Chairperson and CEO of PepsiCo. She was tasked with expanding an already established company and she did so very effectively, by following a democratic leadership style.

🔔Takeaway: When team members feel heard and valued by their leaders, they are more likely to feel engaged and motivated

 

Communication Pillar 2: Transparency

“A lack of transparency results in distrust and a deep sense of insecurity” –                               Dalai Lama, Spiritual Teacher

Transparency is key to effective leadership.  Open and honest communication builds trust and credibility. Transparency helps reduce rumors and speculation. When employees understand the "why" behind certain management decisions and the bigger picture, they feel more invested and engaged in their work.  

Being transparent also allows leaders to be held accountable for their actions and decisions, providing an opportunity for leaders to identify and address the areas for improvement. 

In 2020 during the COVID-19 pandemic, Airbnb faced a severe crisis as global travel came to a halt, leading to a sharp decline in bookings and the need to lay off 25% of its workforce. CEO Brian Chesky demonstrated transparency by openly communicating the reasons behind the layoffs, providing generous severance packages, and supporting impacted employees through career assistance. The Airbnb leader also prioritized host and guest needs by introducing a $250 million fund and a flexible refund policy. This empathetic approach preserved trust, enhanced public perception, and positioned Airbnb for a strong comeback, culminating in a successful IPO in late 2020.

🔔Takeaway: By embracing transparency, leaders can create a culture of openness, trust, and collaboration, build successful teams and drive organizational success.

 

Communication Pillar 3: Feedback Framing

“Giving people self-confidence is by far the most important thing that I can do as a leader.  Because then they will act” – Jack Welch, former Chairman & CEO of General Electric

 

A leader must thoughtfully frame feedback to help foster growth amongst individuals, by identifying and refining skill gaps instead of criticizing and providing negative comments without identifying any opportunities for skills improvement or any meaningful direction.

Consider the following two responses from leadership feedback:

Feedback 1: “This report is terrible. Your writing is full of errors and you’re absolutely disorganized.”

Feedback 2: “This report is a bit difficult to follow. Perhaps we could improve the flow by adding more subheadings and bullet points. I also spotted a few grammatical errors that can be easily fixed with a quick proofread”.

Which of these two types of feedback would a good leader provide?  

Certainly not Feedback 1, I hope.

Feedback 1 is non-constructive, because it is harsh, insensitive, directed at the individual (“you’re absolutely disorganized”) rather than their work and does not provide any suggestions for improvements.  Such meaningless feedback from a leader provides nothing more than criticism and would further demoralize the individual, impacting their self-esteem and performance.

Feedback 2 is constructive because it focuses on specific work-related issues (organization, grammar) and provides suggestions for improvement.  The individual will likely receive the feedback positively and be motivated to improve their skills.

🔔Takeaway: When leaders offer constructive feedback, they inspire team members to enhance their work performance. Instead of demoralizing, it helps build the team’s confidence and achieve greater success. This ultimately benefits the organization.

 

In conclusion, Leaders who practice:

1. Active Listening
2. Transparency and Openness in Communication
3. Constructive Feedback Framing

Build strong, effective teams with a high level of morale. They foster openness, a sense of trust and commitment and motivate teams to strive towards excellence.

What are your key communication pillars for effective leadership? Please share in the comments below. 

Until next time, folks. Stay sharp, stay curious. 🎯🌍✨