Effective Communication for Leaders
Cathie Leimbach • October 8, 2024
Effective leadership communication is crucial for guiding a team to success. Here are a few key aspects:
- Define Long-Term Goals: Clearly outline the long-term objectives of the organization. This helps everyone understand the bigger picture and stay aligned with the overall mission.
- Be Specific About Results: Clearly state the expected results for each task or project. This ensures that everyone knows what is required and can work towards these targets.
- Listen and Understand: Actively listen to team members and show that you understand their perspectives. This builds trust and encourages open communication.
- Engage with Questions: Ask questions that prompt dialogue and involve team members and stakeholders in discussions. This fosters a collaborative environment and enhances problem-solving.
- Communicate Proactively: Share information and updates regularly to keep everyone informed. Proactive communication prevents misunderstandings and keeps the team on track.
- Provide Guidance and Truth: Offer clear guidance, especially during tough or emergency situations. Always be honest, as transparency builds credibility and trust.
By practicing these communication strategies, leaders can effectively guide their teams towards achieving their goals.
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.