The Lazy Leadership Communication Trap

❌ Poor Leadership Communication:
“Here's what I want you to do.”
“Here's how this will work.”
“Here's what's so good about my idea.”

🔍 Why it’s ineffective: This is a tell or dictator approach. This approach focuses too much on the leader’s view and opinion rather than engaging the needs and ideas the employee may have.

It feels like a one-way dialogue and command rather than a discussion and co-created solution.

✅ Good Leadership Communication:
“How do you want to approach this?”
“How do you see this working?”
“What do you see as our biggest challenge in solving this?”

🔍 Why it works: This is an ask or coach approach. This strategy puts the employee first by inviting their input and ideas and working with them to develop a solution that fits their needs.

Just one small soft skill shift from Tell to Ask creates a connection and demonstrates empathy, making the employee feel understood and valued.

👉🏼 Example:
Identifying the problem: “Hey Anne-Maree what specifically is the challenge with getting the other Divisions on board for this major project?”

Highlight the benefit: “Imagine having the Divisional reps wanting to be involved and knocking on your door!”

Acknowledge past experience: “I appreciate as a team we’ve had some challenges getting them on board before with other projects.”

Coach a solution: “What other options do you see we have to engage and involve the Division reps? What do you feel will resonate most with them?”

By framing your message this way, you focus on the employees strengths and present your leadership as a helpful and an ally rather than just a boss telling them what to do.

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