Success Advice
The Communication Secrets That Top Leaders Swear By
Communication skills are fundamental to the success of any individual/team.

As someone knee-deep in the trenches of running a business or managing teams, you know there’s a critical component that often goes unnoticed until it’s missing: clear, effective communication. This is why I offer communications skills training. A 2019 study has shown how essential this skill is: people are predominately hired for their competencies but likely to be fired due to a lack of people skills, skills such as being able to motivate, build trust and develop rapport with others.
Communication skills are fundamental to the success of any individual/team. When teams communicate well, projects seem to run as if on greased wheels; when they don’t, even simple tasks can become a Herculean challenge.
Getting the Foundations Right
The initial step in refining our communication prowess is recognising that clarity rules but tone come in a very close second. The way we stitch our sentences or craft our conversations must hinge on delivering our message without the frills that muddle it. Yet, we need to be able to create flexible communication styles to get the best out of diverse teams and individuals, as everyone has unique needs!
This means striking the balance between what you need to say and how you say it.
This simplicity starts with understanding our audience. Just as a skilled chef considers dietary preferences before curating a menu, effective communicators are often leaders who tailor their approach based on who is on the receiving end. Do they share your professional jargon, or will industry terms leave them baffled? Adjusting your linguistic palette to suit your listener’s taste is not pandering – it’s practical.
Compare the techniques of influence and communication to the volley of a tennis match: the serve, the return, the back-and-forth of the rally. The game requires adaptability, anticipation, and strategic play. Similarly, conversation requires active listening, not just to respond but to understand – to engage with the underlying sentiments and values that shape the discourse.
Crafting the Message with Care
The heart of communication lies in the careful construction of your message. The words you choose are the bricks with which you build understanding, and their arrangement is the mortar that holds meaning in place. But how does one select the right words? For many people in the business world, there’s a lack of knowledge as to what language will land.
Presentations lack a central message that hits at the heart of your audiences’ needs. This is especially challenging with mixed audiences, for example, when there are technical and business-focused listeners.. You need to think about what you want to get out of a presentation from both your perspective and that of your audience!
When we compose an email or prepare to speak, it’s useful to imagine ourselves on the receiving end. Empathy – the capacity to place oneself in another’s position – is a guiding star in the cosmos of communication. A simple shift in perspective can transform our approach, helping us avoid potential pitfalls and fostering a more profound connection with our audience, that will make both you and your message memorable – for the right reasons.
Engaging with Emotion and Logic
Humans are emotional creatures dressed in the veneer of logic. Our conversations often weave through both domains, requiring us to balance rational thought with emotional intelligence. It’s a ballet where each participant must be attuned not only to their own steps but also to their partner’s emotional cues.
An effective communicator recognises when to appeal to reason and when to connect with feeling. If you want to be an effective communicator, you’ll need to increase your presence. This awareness is pivotal in situations laden with tension or when persuading an audience. By tapping into shared values or concerns, we create a resonant frequency that binds the speaker and listener in a shared experience.
Your Action:
- Identify your core message and consider what you want your audience to remember.
- Consider how you want to bring ideas to life through effective communication.
- Engage through empathy and put yourself in your audience’s shoes. How would you react to that message?
- Seek feedback afterwards to find out if communication has improved.
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
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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
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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.
Entrepreneurs
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