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Leadership within a company is similar to the nervous system in the human body when it comes to communication. Much like the nervous system, leaders are at the helm of communication efforts. Just as the nervous system sends and receives chemical and electrical signals between cells in the body, those in leadership roles are the initiators and navigators of all major and minor communication.

Imagine what would happen if your nervous system suddenly faltered or even stopped working altogether. The outcome would be devastating. It is no less serious when communication breaks down in an organization. In the worst-case scenario, it could lead to the ruin of the organization.

In this case, leadership communication refers primarily to messaging related to the mission, core values, and culture of an organization. It can also include expectations that leadership has of employees and vice versa. This messaging is high stakes and must be handled with great tact and a mindful approach.

Research reinforces the importance of leadership communicating well:

  • Those in leadership roles are accountable for 70% of employee motivation and happiness. (1)
  • Three out of four employees consider effective communication the top attribute a leader can have. (2)
  • Just one in three employees feel that the people in leadership roles at their company communicate effectively. (2)

While communication can be challenging, the good news is, you absolutely can master it. Below, find out what differentiates good communication tactics from poor ones, and get tips you can leverage within your organization.

COMMUNICATION STYLES TO AVOID

Certain communication tactics will get leaders nowhere fast with employees. It is best to avoid using the following.

Condescending Tone

Regardless of what type of message leadership is conveying, a disparaging or condescending tone is never helpful. It will put employees on the defensive and breed resentment. Remember, you might hold a position that is superior to your employees on the hierarchy, but this does not make you superior to them as a human being.

Avoid phrases like the following:

  • “John, we have discussed this process many times already. Why is it so difficult for you to do it the right way?”
  • “Top-performing team members are the most valuable and will be treated as more important because they have earned it. Those who lag behind drag down the team, department and the entire company.”
  • “Conformity is one of our core values. You must adhere to the standards we set or there will be repercussions.”

While these phrases are extreme, words similar to these are indeed spoken at some organizations. Those companies tend to have a toxic culture with dismal employee engagement and high turnover.

Non-Apologies

Overtly demeaning messages aren’t the only messages that are problematic. Subtle variations can be just as damaging. For example:

  • “I am sorry that you feel that way.”
  • “I’m sorry but….[I was just joking, I was just explaining myself, I’m not the only one to blame, etc.]”
  • “I’m sorry if…[I did anything wrong, you were offended, you took it that way, if you didn’t find it funny, etc.]”

Think carefully about these words. They don’t sound bad on the surface because they include the word “sorry” in them.  Yet, somehow, these apologies do not ring true. They feel hollow, insincere, and lack accountability ─ not to mention insulting and frustrating to the recipient.

Other examples include:

  • “I regret that…[there were mistakes made, you became upset, etc.]”
  • “I’ve been feeling badly about ….”

These apologies are examples of what’s known as a non-apology. A non-apology transforms what happened into a situation where:

  • The giver shifts the blame to the recipient,
  • The giver implies that something could have happened, or the recipient overreacted, or the recipient is overly sensitive,
  • The giver offers an excuse, or believes harmful behavior was not a big deal,
  • The giver doesn’t feel the need to be accountable and confuses regret with repentance.

Instead of making recipients feel better, non-apologies result in recipients that feel confused and uneasy.  Trust is broken and this can be damaging to relationships, even more so if this is between leaders and their employees.

When it comes to communicating effectively and in a way that will motivate employees to give the company their best, authenticity, not mere words, is absolutely essential.

COMMUNICATION STRATEGIES TO EMBRACE

Treating employees with the utmost respect at all times is how a positive work culture is created. There are several different ways leadership can do this.

Understanding Tone

Yes, you can maintain a professional atmosphere in the workplace and treat your employees with compassion. Using an understanding tone does not come across as weak; rather, it is indicative of a modern leader who realizes that speaking to employees as human beings rather than robots is beneficial for the organization.

Why? At the end of the day, the members of your staff have feelings. While you should not encourage them to let their heart rule their head at work, demonstrating empathy goes a long way in sparking engagement and motivating them to give the job their all.

Be firm yet kind in the way you speak. Listening is also imperative. Give your team members the time they need to make their case, ask questions or provide explanations. Focus on the employee, not your phone or other distractions, while they are speaking and make it clear that you take their input seriously.

Mindful Phrasing

Even with the very best of intentions when it comes to communicating with your employees, it is possible to convey the wrong impression with the words you use.

Consider these two different ways of making the same point:

OPTION 1: “You keep making the same mistake. What will it take for you to correct it?”

OPTION 2: “I sense that you are struggling with this part of the process. I really value the skills and talent you bring to the team, and I want to help you excel. What can I do to help you with this challenge?”

Clearly, Option 2 is the winner. It is immediately evident that the wording in the second option acknowledges the team member’s contributions and expresses the leader’s genuine desire to help them succeed.

This is the power that mindful phrasing gives leaders to shape their workforce in a positive way.

PRO TIP: Humanize experiences through a bit of vulnerability and/or self-reflection.  If you see an employee struggling, it’s up to you as a leader to step in.  Don’t make assumptions about what might be causing the issue.  Before addressing the problem, reflect back on a time when you struggled to learn something that seemingly was easy for others.  How did that make you feel?  How did you ultimately overcome the problem?  Use that bit of experience to apply to the situation before you address the problem with your employee.  While the circumstances may be different, your knowledge may be helpful to understand their frustration and/or self-worth struggles.  Alternately, how you overcame the mental obstacle could be a valuable coaching or mentoring moment.

Leading With Kindness

Numerous studies demonstrate that kindness improves job satisfaction, increases company loyalty, reduces sick days, produces higher-quality work, increases employee engagement, and much more.  (3) Therefore kindness is part of necessary and strategic communication. As with using an understanding tone, being kind to your employees does not portray leadership as weak. It can transform an organization from the top down.

People who are truly confident are kind. Malice often springs from insecurity and a drive to squash others to elevate yourself. Think about it: People root for the hero, not the villain, in stories. Heroes are intrinsically kind, willing to go the extra mile and help others around them.

It is human nature to be receptive to someone who behaves in a kind manner. Plus, when leaders treat employees with kindness, it inspires workers to act the same way.

Take a minute, whether you are helping to craft messaging in writing or communicating to staff members verbally, to consider whether you are leading with kindness.

PRO TIP:  Don’t forget that communication isn’t just with words.  It’s also through body language and actions you take. Smile more often. Hold open a door.  Buy someone lunch who is on a deadline. Introduce someone to an influencer in your network.  Leave a gift card when it’s someone’s birthday.

MINDFUL COMMUNICATION FOR THE GREATER GOOD

When you communicate in a respectful and thoughtful way as a leader, you contribute to the greater good ─ of the company as well as your team. As employees are happier and more engaged, your workforce gets along better and the focus can go towards the company’s success.

It takes a little extra effort, but when you see the turnover rate improving and employees producing desired results, you will know the investment was infinitely worthwhile. 

Why not educate leadership at your organization on the art of mindful communication during a corporate meeting? If you want to make sure the event makes a positive impact on your company culture, contact Gavel International! We have years of experience organizing corporate meetings and can help your company achieve the goals you set for the event. 

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SOURCE(S):

1 https://www.business.com/articles/the-benefits-of-highly-motivated-employees/

2 https://haiilo.com/blog/18-leadership-communication-trends-to-look-for-in-2020/

3 https://www.hrmorning.com/articles/kindness/

Eloisa Mendez
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