Success Advice
2 Simple Ways to Help You Communicate With Anyone Like a Jedi

It may not be the droids we’re looking for, but the words we use can have just as dramatic of an effect on us. The danger with some entrepreneurs is that our ego or our vision can get in the way. We assume that the people we are talking to are on the same page as we are, and the words we use have the same meaning to others, which often leads to misunderstandings. If we slow down, and communicate like a Jedi, we can learn so much more.
Below are two ways that’ll help you build rapport, understand your clients or customers needs, and ultimately make more sales:
1. Ask The Lazy Jedi Questions
These are based on Clean Language and were devised by David Grove. They’re often associated with Neuro Linguistic Programming, but can be used in any setting. They’re two powerful questions that help you to put aside your ego and your assumption that you know what the other person means. Words are a terrible way to communicate and so we must dig deeper.
What kind of X (is that X)?
It may seem simple enough, but the application of it can create a deeper level of understanding. A co-worker may say they’re overworked, to which you can reply “What kind of overworked is that?” to help them truly discover the reality of their situation.
It can also be applied to yourself. For example, if you say “I will be successful by the end of the year,” this requires clarity to discover how you can do this. A good question to ask yourself is “What kind of success is that success?” It may seem clunky at first, but try it out. You can use it at work or in your personal life, and you’ll be surprised at how effective it can be.
Is there something else about X?
This could be used on it’s own or after the first question. We often assume when someone has finished talking that we have all of the information we need, yet that’s often not the case.
A little prompt can work well in helping to gain clarity. Our ego can’t wait to jump in and reply by giving advice. You must remember to be Jedi like since you don’t know all of the information yet.
Is there something else about that tech issue? Is there something else about that lack of motivation? Our goal is understanding, and by asking for clarity and mirroring their words back to them, we make sure that these lines of communication are open.
“Communication – the human connection – is the key to personal and career success.” – Paul J. Meyer
Both of these questions are vital in negotiations in order to make sure both parties are clear on what is happening. For example, let’s look at a wage issue.
Employer: If you pull this client in, you will get a bonus
You: And what kind of bonus is that bonus?
Employer: I think a bonus of 5 figures would be coming your way.
You: Is there anything else about that bonus?
This applies to your home life as well. See below:
Spouse: I would like a romantic night out
You: What kind of romantic?”
How you deliver these questions will play an important role, which we’ll need the late night DJ voice.
2. The Jedi Mind Trick
Chris Vogler was the former FBI Lead International Kidnapping Negotiator. In his book “Never Split The Difference” he suggests a late night DJ voice. In addition, his Jedi Mind Trick is to use mirroring, to repeat the last 1- 3 words that were just said to you, with an upwards inflection.
This works in the same way as clean language and NLP because it guides the person into communicating more clearly by making sure you’re both speaking a similar language. It accepts that when other people uses words, they don’t necessarily have the same meaning that you attribute to them. This is especially true in a global marketplace where English might be someone’s second, third, or fourth language.
“Wise men speak because they have something to say; Fools because they have to say something.” – Plato
We talk of people having a train of thought, and yet do all we can to derail it by using different words, and by diverting the conversation in different directions.
You can combine all of the above techniques to help see what is at the end of those tracks. This will lead to improved communication, rapport, and a deeper level of understanding. The upside is tremendous.
What are some of your best communication techniques, and how do you use them? Share below!
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The surprising truth about leadership styles that can make or break your team’s success.

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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
-
Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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