In our season 6 finale, we explore the most pivotal themes of leadership communication discussed throughout our conversations with industry experts. Dr. Leah OH synthesizes key insights into six essential pillars that can transform your leadership approach and drive meaningful change in your organization.
• Empathy and active listening form the foundation of effective leadership communication, with Richard Reid and Andres Lares highlighting how understanding others creates genuine connections
• Clarity and intentionality, as demonstrated by Jimi Gibson's "magic script" framework, helps leaders craft messages that inspire action and prevent costly miscommunication
• Ryan Chute's personal journey illustrates how authenticity and vulnerability build trust and foster innovation rather than signaling weakness
• Taylor Crawbill and Aang Lakey emphasize that empowerment and agency create workplaces where employees feel safe to innovate and contribute their best ideas
• Adaptability and flexibility, championed by Bryan May, prepare leaders to navigate unexpected challenges while viewing change as an opportunity for growth
• Sairan Aqrawi's insight that "action breeds confidence" underscores how continuous learning builds both competence and leadership presence
The path to becoming a communicative leader begins with selecting one actionable suggestion from each theme and integrating it into your leadership approach. Whether practicing empathy through active listening, fostering clarity in communication, or committing to lifelong learning, these steps will have lasting positive impacts on your leadership style and organizational success.
Hey leader! Thanks for listening. For more leadership communication tips, check out https://www.thecommunicativeleader.com/
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Transcript
Episode Transcript
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Dr. Leah OH (00:00):
Welcome to the Communicative Leader, the
podcast that dives deep into theart and science of effective
leadership communication.
I'm your host, dr Leah oh.
Today we're about to embark ona transformative journey through
the most pivotal themes ofleadership communication we
discussed this season.
It is our best of the rest,season six, finale alley.
(00:26):
Whether you're a seasonedexecutive or a new, emerging
leader, this episode promisesinsights to elevate your
leadership practice and drivemeaningful change.
So let's dive in and have somefun.
Hello and welcome to theCommunicative Leader, hosted by
me, Dr.
Leah Omilion-Hodges.
My friends call me Dr OH.
I'm a professor ofcommunication, and a leadership
communication expert.
(00:47):
I'm the communicative leader.
We're working to make your worklife what you want it to be.
In today's rapidly evolvingworkplace, the ability to
communicate effectively hasnever been more critical.
Recent reports indicate that70% of business leaders find
effective communication to be amajor factor in organizational
(01:10):
success, and you know what thatmakes sense.
Yet we have the rise of hybridwork models.
The communication landscape ismore complex than ever and
leaders are constantly beingchallenged to adapt their style
to digital platforms, navigatecross-cultural interactions and
maintain clarity amidst all thisnoise and disruptions.
(01:32):
The dynamics within teams havealso shifted, my friends,
creating both challenges butalso opportunities.
And as we adapt to thesechanges, the role of a
communicative leader one wholistens, who empathizes and who
inspires becomes increasinglyvital.
(01:53):
In today's special episode,season 6, finale Best of the
Rest we're going to look atoverarching themes identified
throughout our season'sconversations with these experts
that we've had in leadershipand communication and business.
These themes empathy and activelistening, clarity and
intentionality, authenticity andvulnerability, empowerment and
(02:17):
agency, adaptability andflexibility and continuous
learning and development.
These represent pillars thatyou can integrate into your
leadership toolkit.
Did you know that companieswith effective communication
practices are 3.5 times morelikely to outperform their peers
(02:37):
?
This statistic underscores theprofound impact that quality
communication can have on anorganization's bottom line and
the culture right.
We just want to be inorganizations where we know that
we are respected, where we cancommunicate clearly and others
listen to us and we can navigateconflict with integrity and
(03:00):
dignity.
So, my friends, over the next30 to 45 minutes, we're going to
dive into each of these themesand we're going to leverage the
insightful advice from ouresteemed guests this season,
like Richard Reed and RyanSchutt and Ang Lakey and many
others who have generouslyshared their expertise during
this season, by the end of theepisode, you'll have actionable
(03:23):
strategies to not only refineyour communication skills, but
also to inspire and empowerthose around you, whether you're
in a title leadership positionor not.
So I want you to get ready tohave some fun.
I want you to be ready toreflect on your leadership
journey and know that you'regoing to emerge with some new
(03:45):
strategies that are going tohelp you to drive connection and
engagement.
So let's get started with ourfirst theme empathy and active
listening.
And for each theme, my friends,we're going to bring in a
scenario whether it ishypothetical, whether it is
anecdotal or whether it issomething one of our guests
shared to kind of set the stagefor that particular tone, for
(04:08):
that particular theme.
Rather.
So, imagine a CEO dealing witha tough negotiation involving a
major partnership's future.
Instead of dominating thediscussion, this leader chooses
to listen actively to theconcerns and aspirations of the
other party, to try tounderstand their motivations and
challenges.
And this isn't easy, right?
(04:29):
If we're thinking about a majornegotiation, we often are
thinking about what we stand towin or what we stand to lose,
but this empathetic approach cannot only salvage the deal but
lay a groundwork for a long-termcollaborative relationship,
proving the power of empathy andactive listening.
(04:51):
So this season, my friends, bothRichard Reid and Andres Lares,
highlight the transformativerole of empathy and leadership,
and Andres in particular inempathy in negotiations.
So, Richard, who is our experton charisma, he emphasized the
importance of managing yourinternal emotions, to be fully
(05:11):
present with others, and thishelps to allow you to have a
genuine connection byunderstanding unspoken cues and
emotions.
And I really love Richard'stake on charisma.
He says charisma is not justabout making yourself feel good
and look good.
It is about creating a rippleeffect in the world.
(05:33):
It's about making other peoplefeel good about themselves as
well.
And again, this reallyhighlights the empathetic aspect
of effective leadershipcommunication.
Andres and this is who kickedoff season six for us Andres
stresses the value of listeningmore than speaking, and he
(05:53):
dispels myths about leaders ornegotiators needing to be the
loudest or the smoothest oftalkers.
He underscored the importance ofgreat questions and truly
understanding and influencingothers, and a quote from Andres
that I want to raise up the bestnegotiators are people who ask
(06:14):
great questions to reallyuncover what the other side
cares about.
So you can help deliver some ofthat in order to meet your
objectives and theirs Right.
So we're looking at this as howto figure out how do we make
this a win-win.
So those are two great episodesand I encourage you to check
them out, dive in.
(06:34):
But I also want to leave yousome practical tips for
cultivating empathy.
So we can think aboutrole-playing scenarios, and this
is where team members switchroles to experience different
perspectives, and this is kindof similar to what Andres was
talking to us about in thisapproach in negotiations, where
asking right questions leads toa deeper understanding.
(06:58):
I also want you to think aboutthe power of regular check-ins.
So both Richard and Andresrecommended structured yet
open-ended periods forreflection and meetings and
creating the space for teammembers to share and leaders to
listen.
It can help to transform thatworkplace and, my friends, it
(07:18):
naturally creates a safer spacefor quieter voices to speak up,
maybe those who need more timeto think and process before they
share their idea.
Also, when we're creating morespace, it gives us more time to
think about potential unintendedconsequences or engage in other
(07:42):
reflection that can help us tomake better decisions.
That leads us to mindfullistening practice.
Use the insights from Richard.
So Richard's thing is beforeyou can show up as charismatic
on the outside.
You need to manage thoseinternal states, needing to make
sure that your emotions are incheck and that you understand
(08:05):
them and are in a good space.
So this can be really small,very easy to integrate into your
workplace.
Before engaging in aconversation, take a minute to
practice a breathing technique.
So it can be the 4-4-6 method,which is where you inhale for
four seconds, hold that breathfor four seconds and then exhale
(08:27):
for six seconds, and this canhelp to maintain your focus and
your presence.
So we know that empathy andactive listening are integral to
a leader's success.
They foster an environmentwhere teams feel valued and
understood.
We're leading to moreinnovative solutions and
stronger relationships.
So when you go back toRichard's episodes, when you go
(08:50):
back to Andre's episode, theyhelp to remind you that while
empathy may start with listening, it really can end in a lot of
transformation for relationships, for teams, for organizations.
So think about how to integrateempathy and active listening
and you're going to see aprofound change with continued
(09:13):
use.
Let's move on to our secondtheme clarity and intentionality
in leadership.
So let's start with a workplacestory about miscommunication
and its consequences.
Imagine a project team.
They're in a busy marketingagency and they're working on a
huge campaign and, due to somevague instructions from
(09:34):
leadership, the teammisunderstood priorities and it
led to a misallocation ofresources and a misdeadline, my
friends.
So this resulted in asignificant financial loss and
damaged client relationships.
This story unfortunately very,very common, right?
Because a lot of times we'remaking assumptions with what
(09:58):
others know and not clearlyarticulating what needs to
happen or when it needs tohappen.
So this lack of clarity canderail even the most promising
of projects, and it helps tounderscore why intentional
communication is key.
(10:20):
And for this theme in particular, I want us to focus on Jimi
Gibson's episode.
Jimi Gibson, he's a VP of brandcommunication at Thrive Agency
and he uses his background as amagician to highlight the magic
of clarity in leadershipcommunication.
And Jimmy emphasizes that everysuccessful interaction follows
(10:42):
a clear and engaging structure,and this is really similar to
performing a magic trick.
So Jimmy tells us that leaderswho communicate with precision
and purpose are going to be moresuccessful.
You can't just talk, you haveto create moments that move
people.
Wow Right, jimmy's on tosomething here, my friends.
(11:02):
So in this episode, Jimi sharedhis magic script framework and
and he provided a case studywhere this clear communication
really helped to turn a projectaround and a company was facing
high client churn rates.
It was threatening its revenuestream.
But by utilizing hisclarity-focused communication
(11:26):
strategy, jimmy helped implementthis proactive client
engagement program.
The team was able to predictand address issues before they
resulted in cancellations, andit brought teams together under
a common language and vision,which led to a substantial
decrease in churn and anincrease in client loyalty.
(11:48):
I mean, that sounds amazing,right?
So let's look at sometechniques for improving your
clarity.
So I want you to think aboutthe five W's the who, what,
where, when and why.
When we are communicating anymessage, applying those five W's
to ensure necessary informationis covered is a great kind of
(12:08):
check before you hit, send onthat message, or you post, go
through.
Does my audience have what theyneed?
This technique keeps messagesconcise and prevents ambiguity,
similar to Jimmy's methods ofcreating straightforward,
magic-like moments incommunication.
I also want you to think abouthow to structure your
(12:31):
communication.
You can follow Jimmy's magicscript, which involves three
phases connection, curiosity andconversation.
Establish a connection withyour audience, build curiosity
to maintain their interest andthen direct them toward a clear
and compelling conclusion fordecisive action.
(12:51):
We need to be clear on what weexpect them to do next.
And another thing that Jimmyleft us with is the power of a
simple and clear message.
As Jimmy advises, if you can'texplain your message in one
sentence to a 10-year-old, it istoo complicated.
Keep it simple, keep itactionable.
(13:14):
Focus on the essence of whatyou're attempting to communicate
, to ensure understanding andhelping to reduce hesitation on
your audience's part.
Clarity and intentionality incommunication are more than just
effective tools.
It is really transformativepractices that can dramatically
(13:35):
change the dynamics of anorganization.
Jimmy's episode reminds us ofthe power of clarity in driving
engagement and achieving results.
So leaders, employees of allranks, should aim to be
intentional in every message,ensuring clarity that inspires
(13:55):
and empowers their teams.
So when you adopt thesepractices, leaders can create
environments where communicationis seamless, objectives are
clear and, my friends, when wehave seamless communication and
clear objectives, we have paveda path to success.
(14:16):
So let's look at our third themefrom the season authenticity
and vulnerability.
And when I was thinking aboutthis theme, I thought about a
compelling story that Ryan Chuteshared with us and how this
vulnerability led to abreakthrough.
Ryan, from Wizard of Ads,shared an experience from very
(14:37):
early on in his career in retail.
He was fired for being anineffective manager and Ryan
faced an existential crisis.
It was his willingness to bevulnerable and acknowledge those
shortcomings that led to aprofound transformation.
So he explored these areas offriction and embrace
(14:58):
vulnerability, and because of it, he was able to rebuild his
leadership approach, ultimatelyfostering a more supportive and
dynamic work environment.
This openness not only enhancedteam dynamics, but also rebuilt
client trust and credibility.
So let's look at some actionablestrategies for practicing
(15:19):
vulnerability, because, again,this is something that I think
it sounds great, but it's hardto figure out.
How do I do this and how do Ido it well and in a normative
way?
So one look at sharing lessonsfrom past obstacles or failures,
like Ryan did.
Openly discussing a pastfailure with your team can be
(15:42):
really transformative.
By sharing these experiences,you demonstrate humility and you
encourage a culture wherelearning and growth from
mistakes are celebrated ratherthan hidden.
That is really powerful.
I also want you to think aboutseeking feedback.
So Ryan emphasizes theimportance of listening and
(16:03):
understanding your team'semotions and kind of checking in
on where they are.
So regularly seeking feedbackfrom team members about your
leadership style and decisionsif you're a titled leader can be
really helpful because itprovides valuable insights, but
it is also showing yourwillingness to adapt and your
desire to continue to improve.
(16:25):
My friends, even if you're notin a titled leadership position,
asking your manager forfeedback or a peer someone you
work closely with, a trustedcolleague this can help you to
identify potential blind spotsthat might be holding you back
or just figuring out new ways togrow.
(16:48):
Again, I want you all to thinkabout creating safe spaces for
open dialogue, so you want teammembers to feel safe.
Expressing their thoughtsconcerns any dissent.
If you have a team member whois experienced in an area and
thinks, oh no, this decision isgoing to be a mess.
You want an environment wherethey can raise their hand and
(17:10):
they know they're not going tobe screamed at and that someone
is going to listen to them, andthey know they're not going to
be screamed at and that someoneis going to listen to them, so
you can implement regularcheck-ins and open forums.
You know this echoes Ryan'sapproach for minimizing friction
through effective communication, and it also is allowing for
the authentic exchange of ideascan help to strengthen team
(17:30):
cohesion.
So vulnerability in leadershipis not a sign of weakness, but
it's really a powerful tool tobuild trust and to foster
innovation, and Ryan illustratedthat embracing vulnerability
leads to more genuineconnections and effective
leadership.
(17:51):
So I want you to encourageothers to practice openness and
empathy in creating a culturewhere people feel empowered to
contribute their best, and thatalso means owning mistakes and
helping people to problem solvewhat's next rather than getting
stuck in the shame of failure.
(18:11):
So our next theme empowermentand agency.
So I want to start with anarrative about a team member
who thrived because of theempowerment-focused leadership,
flourishing because theirmanager delegated significant
responsibilities to them afterrecognizing they could handle
(18:37):
that and actively celebratedthis junior associate's unique
contributions.
When we recognize the potentialof others and we give them the
freedom to explore creativesolutions, then all of a sudden
we recognize that we have givenpermission and opened the door
(18:58):
for someone to really thrive.
So I want you to think aboutthis, because there is so much
power in empowerment andunleashing team potential.
And for this theme, I thoughtabout episodes from Taylor
Crawbell and Ang Lakey.
So Taylor Crawbell is anadvocate for workplace justice
(19:21):
and he emphasizes an empoweredworkplace is also a just
workplace.
By focusing on fairness andfostering fairness, leaders can
minimize turnover and createenvironments where employees
feel safe to be innovative.
He notes that the biggest thingis to be proactive making an
(19:43):
informed decision and doingwhat's right for you.
Empowering employees to makeinformed decisions cultivates a
culture of mutual respect andgrowth.
And I also want to bring inAang Lakey, who advises leaders
in the US Army and federalgovernment, and Aang discusses
empowerment through consciousleadership and intentional
(20:04):
communication.
They highlighted thatintegrating consciousness into
leadership helps leaders adaptand helps them connect with
their teams on a deeper level,and this can foster an
environment again whereinnovation can thrive.
Aang told us it's aboutreminding yourself okay, I need
to get up, I need to go awayfrom this situation.
(20:27):
How do I make them feel safe?
By being intentional in youractions and creating again those
safe spaces, leaders canempower their teams to excel.
So what are some of thesepractical ways that leaders can
empower teams?
One delegate meaningful tasks,not menial meaningful tasks.
(20:51):
It is easy to delegate thetasks that we don't really like
or aren't really high stakes,but it is a different thing, my
friends, to trust team memberswith significant projects and
responsibilities and assigningtasks that align with their
strengths and that encouragegrowth.
(21:26):
You know, similar to that juniorassociate story we shared at
the beginning of this theme.
Not only does it increasemotivation, but you're also
letting employees for theircontribution.
As Aang suggests, visiblecommitment and actions such as
acknowledging team successespublicly reinforces a culture of
empowerment and appreciation.
Also, you want to think abouthow do we encourage continuous
(21:53):
learning.
To think about how do weencourage continuous learning.
And Taylor talks about some ofhis advice on workplace justice
and ensuring all voices areheard and valued, and also
supporting attendance atworkshops and conferences other
professional developmentactivities.
You know and echoes his focuson self-improvement and
(22:13):
adaptability as key componentsof leadership.
In today's dynamic environments,empowerment and leadership is
fundamental to fosteringinnovation and reducing turnover
.
Creators can create workplacesnot only value justice and
(22:35):
intentional communication, butalso nurture the potential of
all team members.
This leads us to our fifththeme adaptability and
flexibility, and in this one, Iwant you to think about a tech
company facing a major productlaunch delay due to unexpected
(22:55):
software issues.
It's never fun, but we knowthis happens and this team was
under immense pressure andtraditional communication
channels were ineffective ataddressing these rapid changes.
But by shifting to adaptivecommunication strategies,
implementing an agile projectmanagement approach, for example
(23:17):
, or utilizing real-timecollaboration tools, the team is
able to streamlineproblem-solving processes.
This adaptability can not onlyresolve the bottleneck, but also
ensure a successful, on-timeproduct launch.
So we recognize the power offlexible communication and
overcoming very common but veryreal organizational hurdles.
(23:42):
Bryan May, a guest this season.
He merges spirituality andbusiness strategy and he
emphasized the significance ofresilience and adaptability in
leadership.
And Brian shared that lifeisn't mere.
It's about preparing for theunexpected and being able to
reflect and adapt, and hisinsights encourage leaders to
(24:03):
embrace change as an opportunityfor growth and innovation,
rather than setback.
But how do we actually practiceadaptability right?
So some things I want you tothink about.
Encourage your team to test newcommunication platforms or
project management tools for alimited time, so not only does
(24:25):
this help them find the best fitfor your team's needs, but it
fosters a culture ofexperimentation and adaptability
.
You can also think aboutscenario planning workshops, so
you could just set aside sometime where team members
brainstorm responses topotential disruptions.
So it's this idea of you knowyou, you plan for the worst, but
(24:51):
expect the best, so that teamscan enhance readiness and
flexibility, making sure they'reequipped to handle unexpected
challenges and to do so withsome ease, even if these things
don't come to pass.
We're engaging in criticalthinking, we're engaging in
problem solving, we're engagingin activities to boost our team
(25:14):
cohesion.
And the last suggestion here Iwant you to think about
integrating reflection.
So, inspired by Brian'semphasis on reflection,
incorporate regular reflectivesessions where team members can
discuss what has worked, whatdidn't and how they can adapt,
(25:35):
moving forward.
This continuous feedback loopcan enhance adaptability as well
.
So, again, my friends, we knowthat adaptability and
flexibility and leadership areessential for navigating
business environments today thatare changing daily.
Right by integrating theseinsights, you can cultivate a
(25:57):
more resilient and a moreinnovative team culture.
And this leads us to our lasttheme continuous learning and
development.
And in this one we're going toraise up the insights from
Seiran Akwari, but I want tobegin with the success story of
a leader who transformed theirorganization by embracing a
(26:17):
culture of learning and growth.
It was a mid-sized tech company.
The CEO realized the industrywas outpacing them due to rapid
tech advancements.
So, to keep up, the CEOlaunched a continuous learning
initiative, encouraging allemployees to engage in regular
skill development.
Not only did she encourage this, she incentivized it and
(26:38):
allowed them to use work timefor this.
So by implementing weeklylearning sessions and providing
resources for professionalcourses, ceo not only
revitalized the company'scompetitive edge, but also saw a
huge increase in employeesatisfaction and retention, and
this helps to illustrate theprofound impact of a commitment
(27:00):
to learning at allorganizational levels.
So let's think about Sairan'sepisode.
Sairan is an accomplishedengineer and a business coach,
and she emphasizes theimportance of continuous
learning, especially for midlifewomen.
And one thing that I reallyappreciated was the way Sairan
(27:20):
thought about confidence and shesaid you will never, ever gain
that confidence if you are notcompetent.
You have to gain the skills.
When we say confidence, actionbreeds confidence, and I just
think that is brilliant.
So this insight it's crucial.
It highlights that the path toconfidence is built through
(27:41):
competence, mastering new skillsand applying them over time.
And Sairan's perspectiveencourages leaders to see
continuous learning not just asprofessional growth but as a
personal evolution, likeblending emotional intelligence
with technical skills to fosteran even more dynamic workforce.
(28:03):
So let's think about some tipsfor integrating learning into
daily routines.
I encourage you to schedule timefor knowledge sharing.
So, whether it is something youdo in a weekly meeting or a
monthly meeting for team members, give them space to share
insights, whether that is anarticle that they've read, a
(28:24):
book that has been informativefor them, or courses that they
found valuable.
This practice encourages aculture of learning and
collaboration and enhances youroverall team performance.
I also want you to encourageprofessional development,
whether it is access to onlinecourses, workshops, sending
(28:46):
people to seminars.
When you foster an environmentwhere employees feel supported
in pursuit of new skills, thenall of a sudden, we're
developing more competence and,as a result, more confidence as
well.
Implement learning goals intoperformance reviews.
So when we have a couple ofindividual learning objectives
(29:09):
set as part of your regularperformance assessment, this
reinforces the value placed ondevelopment and ensures ongoing
personal and professional growth.
I want you to think aboutmentor programs, mentorship
opportunities with theorganizations, whether this is
formally, whether this isthrough informal relationships,
(29:33):
whether we're setting up timesfor employees to network across
departments.
This can be really effectivealso for generating new ideas
across traditional boundariesand organizations.
Then, finally, I want you tothink about how you can
encourage micro learning.
So there are a number ofplatforms that deliver
(29:55):
bite-sized learning modules, anda lot of times this is what we
have time for in our busy workdays, but when we do this, we
can facilitate continuouslearning despite, you know,
being overscheduled, makingdevelopment more accessible and
manageable.
So continuous learning anddevelopment, pivotal for
(30:18):
personal empowerment andorganizational success.
By integrating Sairan'sinsights on confidence through
competence, leaders can createenvironment where growth thrives
.
So, as we draw to a close onthis journey through the most
pivotal themes of leadershipcommunication in this season, I
(30:38):
want to revisit each takeaway.
Firstly, empathy and activelistening emerged as
foundational.
Richard Reed shared thatcharisma is about creating a
ripple effect in the world, andhis insights encourage us to
listen deeply, not just respond,but to understand and connect.
Practicing active listeningallows leaders to engage
(31:01):
authentically and build stronger, more trustful relationships.
If we look at clarity andintentionality, Jimi Gibson
compared effective communicationto performing a magic act it is
structured, it is intentionaland it is impactful.
Clear communication helps avoidthe pitfalls of
(31:21):
misunderstanding and it helpsalign everyone towards shared
objectives.
Right, much like a verywell-rehearsed performance.
As we discussed authenticity andvulnerability, Ryan Chute's
story of personal transformationprovided a powerful reminder
that embracing vulnerabilityfosters a culture of openness
(31:43):
and innovation.
His journey taught us to seevulnerability not as weakness
but as a strength that buildsdeeper connections and trust.
Transitioning to empowermentand agency, we learned from
Taylor Crawbill that beingproactive and making informed
decisions can transformworkplaces into empowering
(32:04):
environments and Aang Lakeyreinforces by asking leaders to
be intentional in creating safespaces.
By fostering agency leaders,unlock their team's full
potential and innovation canflourish.
In discussing adaptability andflexibility, Bryan May reminded
(32:25):
us that life is a mirror, urgingus to prepare for the
unexpected and adapt withresilience.
Finally, on continuous learningand development, Sairan Aqrawi
offered a powerful truth Actionbuilds confidence.
Continuous learning not onlybuilds competence, but drives
personal and professional growth.
(32:46):
By aligning learning withpurpose, leaders can promote a
culture of development andempowerment.
With these insights in mind, Ichallenge you to select one
actionable suggestion from eachtheme and weave it into your
leadership approach.
And I don't say do this allright now, but maybe for this
first month you focus on onefrom empathy and maybe in the
(33:09):
next month you're going to focuson something from continuous
learning Again, whether it'spracticing empathy through
active listening, fosteringclarity in your communication or
committing to lifelong learning, these steps can leave lasting
positive impacts on yourleadership style and on your
organization's success.
(33:30):
As Maya Angelou once said, dothe best you can until you know
better.
Then, when you know better, dobetter.
Let this encouragement lead youto continually refine your
leadership journey, inspire yourteams and drive change with
empathy and integrity.
(33:50):
Thank you, my friends, forbeing part of this exploration
into effective leadershipcommunication, and I can't wait
to connect with you again on thenext season of the
Communicative Leader.
All right, my friends, thatwraps up our conversation today.
Until next time, communicatewith intention and lead with
(34:12):
purpose.
I'm looking forward to chattingwith you again soon on the
Communicative Leader.
Welcome to the Communicative Leader, the
podcast that dives deep into theart and science of effective
leadership communication.
I'm your host, dr Leah oh.
Today we're about to embark ona transformative journey through
the most pivotal themes ofleadership communication we
discussed this season.
It is our best of the rest,season six, finale alley.
(00:26):
Whether you're a seasonedexecutive or a new, emerging
leader, this episode promisesinsights to elevate your
leadership practice and drivemeaningful change.
So let's dive in and have somefun.
Hello and welcome to theCommunicative Leader, hosted by
me, Dr.
Leah Omilion-Hodges.
My friends call me Dr OH.
I'm a professor ofcommunication, and a leadership
communication expert.
(00:47):
I'm the communicative leader.
We're working to make your worklife what you want it to be.
In today's rapidly evolvingworkplace, the ability to
communicate effectively hasnever been more critical.
Recent reports indicate that70% of business leaders find
effective communication to be amajor factor in organizational
(01:10):
success, and you know what thatmakes sense.
Yet we have the rise of hybridwork models.
The communication landscape ismore complex than ever and
leaders are constantly beingchallenged to adapt their style
to digital platforms, navigatecross-cultural interactions and
maintain clarity amidst all thisnoise and disruptions.
(01:32):
The dynamics within teams havealso shifted, my friends,
creating both challenges butalso opportunities.
And as we adapt to thesechanges, the role of a
communicative leader one wholistens, who empathizes and who
inspires becomes increasinglyvital.
(01:53):
In today's special episode,season 6, finale Best of the
Rest we're going to look atoverarching themes identified
throughout our season'sconversations with these experts
that we've had in leadershipand communication and business.
These themes empathy and activelistening, clarity and
intentionality, authenticity andvulnerability, empowerment and
(02:17):
agency, adaptability andflexibility and continuous
learning and development.
These represent pillars thatyou can integrate into your
leadership toolkit.
Did you know that companieswith effective communication
practices are 3.5 times morelikely to outperform their peers
(02:37):
?
This statistic underscores theprofound impact that quality
communication can have on anorganization's bottom line and
the culture right.
We just want to be inorganizations where we know that
we are respected, where we cancommunicate clearly and others
listen to us and we can navigateconflict with integrity and
(03:00):
dignity.
So, my friends, over the next30 to 45 minutes, we're going to
dive into each of these themesand we're going to leverage the
insightful advice from ouresteemed guests this season,
like Richard Reed and RyanSchutt and Ang Lakey and many
others who have generouslyshared their expertise during
this season, by the end of theepisode, you'll have actionable
(03:23):
strategies to not only refineyour communication skills, but
also to inspire and empowerthose around you, whether you're
in a title leadership positionor not.
So I want you to get ready tohave some fun.
I want you to be ready toreflect on your leadership
journey and know that you'regoing to emerge with some new
(03:45):
strategies that are going tohelp you to drive connection and
engagement.
So let's get started with ourfirst theme empathy and active
listening.
And for each theme, my friends,we're going to bring in a
scenario whether it ishypothetical, whether it is
anecdotal or whether it issomething one of our guests
shared to kind of set the stagefor that particular tone, for
(04:08):
that particular theme.
Rather.
So, imagine a CEO dealing witha tough negotiation involving a
major partnership's future.
Instead of dominating thediscussion, this leader chooses
to listen actively to theconcerns and aspirations of the
other party, to try tounderstand their motivations and
challenges.
And this isn't easy, right?
(04:29):
If we're thinking about a majornegotiation, we often are
thinking about what we stand towin or what we stand to lose,
but this empathetic approach cannot only salvage the deal but
lay a groundwork for a long-termcollaborative relationship,
proving the power of empathy andactive listening.
(04:51):
So this season, my friends, bothRichard Reid and Andres Lares,
highlight the transformativerole of empathy and leadership,
and Andres in particular inempathy in negotiations.
So, Richard, who is our experton charisma, he emphasized the
importance of managing yourinternal emotions, to be fully
(05:11):
present with others, and thishelps to allow you to have a
genuine connection byunderstanding unspoken cues and
emotions.
And I really love Richard'stake on charisma.
He says charisma is not justabout making yourself feel good
and look good.
It is about creating a rippleeffect in the world.
(05:33):
It's about making other peoplefeel good about themselves as
well.
And again, this reallyhighlights the empathetic aspect
of effective leadershipcommunication.
Andres and this is who kickedoff season six for us Andres
stresses the value of listeningmore than speaking, and he
(05:53):
dispels myths about leaders ornegotiators needing to be the
loudest or the smoothest oftalkers.
He underscored the importance ofgreat questions and truly
understanding and influencingothers, and a quote from Andres
that I want to raise up the bestnegotiators are people who ask
(06:14):
great questions to reallyuncover what the other side
cares about.
So you can help deliver some ofthat in order to meet your
objectives and theirs Right.
So we're looking at this as howto figure out how do we make
this a win-win.
So those are two great episodesand I encourage you to check
them out, dive in.
(06:34):
But I also want to leave yousome practical tips for
cultivating empathy.
So we can think aboutrole-playing scenarios, and this
is where team members switchroles to experience different
perspectives, and this is kindof similar to what Andres was
talking to us about in thisapproach in negotiations, where
asking right questions leads toa deeper understanding.
(06:58):
I also want you to think aboutthe power of regular check-ins.
So both Richard and Andresrecommended structured yet
open-ended periods forreflection and meetings and
creating the space for teammembers to share and leaders to
listen.
It can help to transform thatworkplace and, my friends, it
(07:18):
naturally creates a safer spacefor quieter voices to speak up,
maybe those who need more timeto think and process before they
share their idea.
Also, when we're creating morespace, it gives us more time to
think about potential unintendedconsequences or engage in other
(07:42):
reflection that can help us tomake better decisions.
That leads us to mindfullistening practice.
Use the insights from Richard.
So Richard's thing is beforeyou can show up as charismatic
on the outside.
You need to manage thoseinternal states, needing to make
sure that your emotions are incheck and that you understand
(08:05):
them and are in a good space.
So this can be really small,very easy to integrate into your
workplace.
Before engaging in aconversation, take a minute to
practice a breathing technique.
So it can be the 4-4-6 method,which is where you inhale for
four seconds, hold that breathfor four seconds and then exhale
(08:27):
for six seconds, and this canhelp to maintain your focus and
your presence.
So we know that empathy andactive listening are integral to
a leader's success.
They foster an environmentwhere teams feel valued and
understood.
We're leading to moreinnovative solutions and
stronger relationships.
So when you go back toRichard's episodes, when you go
(08:50):
back to Andre's episode, theyhelp to remind you that while
empathy may start with listening, it really can end in a lot of
transformation for relationships, for teams, for organizations.
So think about how to integrateempathy and active listening
and you're going to see aprofound change with continued
(09:13):
use.
Let's move on to our secondtheme clarity and intentionality
in leadership.
So let's start with a workplacestory about miscommunication
and its consequences.
Imagine a project team.
They're in a busy marketingagency and they're working on a
huge campaign and, due to somevague instructions from
(09:34):
leadership, the teammisunderstood priorities and it
led to a misallocation ofresources and a misdeadline, my
friends.
So this resulted in asignificant financial loss and
damaged client relationships.
This story unfortunately very,very common, right?
Because a lot of times we'remaking assumptions with what
(09:58):
others know and not clearlyarticulating what needs to
happen or when it needs tohappen.
So this lack of clarity canderail even the most promising
of projects, and it helps tounderscore why intentional
communication is key.
(10:20):
And for this theme in particular, I want us to focus on Jimi
Gibson's episode.
Jimi Gibson, he's a VP of brandcommunication at Thrive Agency
and he uses his background as amagician to highlight the magic
of clarity in leadershipcommunication.
And Jimmy emphasizes that everysuccessful interaction follows
(10:42):
a clear and engaging structure,and this is really similar to
performing a magic trick.
So Jimmy tells us that leaderswho communicate with precision
and purpose are going to be moresuccessful.
You can't just talk, you haveto create moments that move
people.
Wow Right, jimmy's on tosomething here, my friends.
(11:02):
So in this episode, Jimi sharedhis magic script framework and
and he provided a case studywhere this clear communication
really helped to turn a projectaround and a company was facing
high client churn rates.
It was threatening its revenuestream.
But by utilizing hisclarity-focused communication
(11:26):
strategy, jimmy helped implementthis proactive client
engagement program.
The team was able to predictand address issues before they
resulted in cancellations, andit brought teams together under
a common language and vision,which led to a substantial
decrease in churn and anincrease in client loyalty.
(11:48):
I mean, that sounds amazing,right?
So let's look at sometechniques for improving your
clarity.
So I want you to think aboutthe five W's the who, what,
where, when and why.
When we are communicating anymessage, applying those five W's
to ensure necessary informationis covered is a great kind of
(12:08):
check before you hit, send onthat message, or you post, go
through.
Does my audience have what theyneed?
This technique keeps messagesconcise and prevents ambiguity,
similar to Jimmy's methods ofcreating straightforward,
magic-like moments incommunication.
I also want you to think abouthow to structure your
(12:31):
communication.
You can follow Jimmy's magicscript, which involves three
phases connection, curiosity andconversation.
Establish a connection withyour audience, build curiosity
to maintain their interest andthen direct them toward a clear
and compelling conclusion fordecisive action.
(12:51):
We need to be clear on what weexpect them to do next.
And another thing that Jimmyleft us with is the power of a
simple and clear message.
As Jimmy advises, if you can'texplain your message in one
sentence to a 10-year-old, it istoo complicated.
Keep it simple, keep itactionable.
(13:14):
Focus on the essence of whatyou're attempting to communicate
, to ensure understanding andhelping to reduce hesitation on
your audience's part.
Clarity and intentionality incommunication are more than just
effective tools.
It is really transformativepractices that can dramatically
(13:35):
change the dynamics of anorganization.
Jimmy's episode reminds us ofthe power of clarity in driving
engagement and achieving results.
So leaders, employees of allranks, should aim to be
intentional in every message,ensuring clarity that inspires
(13:55):
and empowers their teams.
So when you adopt thesepractices, leaders can create
environments where communicationis seamless, objectives are
clear and, my friends, when wehave seamless communication and
clear objectives, we have paveda path to success.
(14:16):
So let's look at our third themefrom the season authenticity
and vulnerability.
And when I was thinking aboutthis theme, I thought about a
compelling story that Ryan Chuteshared with us and how this
vulnerability led to abreakthrough.
Ryan, from Wizard of Ads,shared an experience from very
(14:37):
early on in his career in retail.
He was fired for being anineffective manager and Ryan
faced an existential crisis.
It was his willingness to bevulnerable and acknowledge those
shortcomings that led to aprofound transformation.
So he explored these areas offriction and embrace
(14:58):
vulnerability, and because of it, he was able to rebuild his
leadership approach, ultimatelyfostering a more supportive and
dynamic work environment.
This openness not only enhancedteam dynamics, but also rebuilt
client trust and credibility.
So let's look at some actionablestrategies for practicing
(15:19):
vulnerability, because, again,this is something that I think
it sounds great, but it's hardto figure out.
How do I do this and how do Ido it well and in a normative
way?
So one look at sharing lessonsfrom past obstacles or failures,
like Ryan did.
Openly discussing a pastfailure with your team can be
(15:42):
really transformative.
By sharing these experiences,you demonstrate humility and you
encourage a culture wherelearning and growth from
mistakes are celebrated ratherthan hidden.
That is really powerful.
I also want you to think aboutseeking feedback.
So Ryan emphasizes theimportance of listening and
(16:03):
understanding your team'semotions and kind of checking in
on where they are.
So regularly seeking feedbackfrom team members about your
leadership style and decisionsif you're a titled leader can be
really helpful because itprovides valuable insights, but
it is also showing yourwillingness to adapt and your
desire to continue to improve.
(16:25):
My friends, even if you're notin a titled leadership position,
asking your manager forfeedback or a peer someone you
work closely with, a trustedcolleague this can help you to
identify potential blind spotsthat might be holding you back
or just figuring out new ways togrow.
(16:48):
Again, I want you all to thinkabout creating safe spaces for
open dialogue, so you want teammembers to feel safe.
Expressing their thoughtsconcerns any dissent.
If you have a team member whois experienced in an area and
thinks, oh no, this decision isgoing to be a mess.
You want an environment wherethey can raise their hand and
(17:10):
they know they're not going tobe screamed at and that someone
is going to listen to them, andthey know they're not going to
be screamed at and that someoneis going to listen to them, so
you can implement regularcheck-ins and open forums.
You know this echoes Ryan'sapproach for minimizing friction
through effective communication, and it also is allowing for
the authentic exchange of ideascan help to strengthen team
(17:30):
cohesion.
So vulnerability in leadershipis not a sign of weakness, but
it's really a powerful tool tobuild trust and to foster
innovation, and Ryan illustratedthat embracing vulnerability
leads to more genuineconnections and effective
leadership.
(17:51):
So I want you to encourageothers to practice openness and
empathy in creating a culturewhere people feel empowered to
contribute their best, and thatalso means owning mistakes and
helping people to problem solvewhat's next rather than getting
stuck in the shame of failure.
(18:11):
So our next theme empowermentand agency.
So I want to start with anarrative about a team member
who thrived because of theempowerment-focused leadership,
flourishing because theirmanager delegated significant
responsibilities to them afterrecognizing they could handle
(18:37):
that and actively celebratedthis junior associate's unique
contributions.
When we recognize the potentialof others and we give them the
freedom to explore creativesolutions, then all of a sudden
we recognize that we have givenpermission and opened the door
(18:58):
for someone to really thrive.
So I want you to think aboutthis, because there is so much
power in empowerment andunleashing team potential.
And for this theme, I thoughtabout episodes from Taylor
Crawbell and Ang Lakey.
So Taylor Crawbell is anadvocate for workplace justice
(19:21):
and he emphasizes an empoweredworkplace is also a just
workplace.
By focusing on fairness andfostering fairness, leaders can
minimize turnover and createenvironments where employees
feel safe to be innovative.
He notes that the biggest thingis to be proactive making an
(19:43):
informed decision and doingwhat's right for you.
Empowering employees to makeinformed decisions cultivates a
culture of mutual respect andgrowth.
And I also want to bring inAang Lakey, who advises leaders
in the US Army and federalgovernment, and Aang discusses
empowerment through consciousleadership and intentional
(20:04):
communication.
They highlighted thatintegrating consciousness into
leadership helps leaders adaptand helps them connect with
their teams on a deeper level,and this can foster an
environment again whereinnovation can thrive.
Aang told us it's aboutreminding yourself okay, I need
to get up, I need to go awayfrom this situation.
(20:27):
How do I make them feel safe?
By being intentional in youractions and creating again those
safe spaces, leaders canempower their teams to excel.
So what are some of thesepractical ways that leaders can
empower teams?
One delegate meaningful tasks,not menial meaningful tasks.
(20:51):
It is easy to delegate thetasks that we don't really like
or aren't really high stakes,but it is a different thing, my
friends, to trust team memberswith significant projects and
responsibilities and assigningtasks that align with their
strengths and that encouragegrowth.
(21:26):
You know, similar to that juniorassociate story we shared at
the beginning of this theme.
Not only does it increasemotivation, but you're also
letting employees for theircontribution.
As Aang suggests, visiblecommitment and actions such as
acknowledging team successespublicly reinforces a culture of
empowerment and appreciation.
Also, you want to think abouthow do we encourage continuous
(21:53):
learning.
To think about how do weencourage continuous learning.
And Taylor talks about some ofhis advice on workplace justice
and ensuring all voices areheard and valued, and also
supporting attendance atworkshops and conferences other
professional developmentactivities.
You know and echoes his focuson self-improvement and
(22:13):
adaptability as key componentsof leadership.
In today's dynamic environments,empowerment and leadership is
fundamental to fosteringinnovation and reducing turnover
.
Creators can create workplacesnot only value justice and
(22:35):
intentional communication, butalso nurture the potential of
all team members.
This leads us to our fifththeme adaptability and
flexibility, and in this one, Iwant you to think about a tech
company facing a major productlaunch delay due to unexpected
(22:55):
software issues.
It's never fun, but we knowthis happens and this team was
under immense pressure andtraditional communication
channels were ineffective ataddressing these rapid changes.
But by shifting to adaptivecommunication strategies,
implementing an agile projectmanagement approach, for example
(23:17):
, or utilizing real-timecollaboration tools, the team is
able to streamlineproblem-solving processes.
This adaptability can not onlyresolve the bottleneck, but also
ensure a successful, on-timeproduct launch.
So we recognize the power offlexible communication and
overcoming very common but veryreal organizational hurdles.
(23:42):
Bryan May, a guest this season.
He merges spirituality andbusiness strategy and he
emphasized the significance ofresilience and adaptability in
leadership.
And Brian shared that lifeisn't mere.
It's about preparing for theunexpected and being able to
reflect and adapt, and hisinsights encourage leaders to
(24:03):
embrace change as an opportunityfor growth and innovation,
rather than setback.
But how do we actually practiceadaptability right?
So some things I want you tothink about.
Encourage your team to test newcommunication platforms or
project management tools for alimited time, so not only does
(24:25):
this help them find the best fitfor your team's needs, but it
fosters a culture ofexperimentation and adaptability
.
You can also think aboutscenario planning workshops, so
you could just set aside sometime where team members
brainstorm responses topotential disruptions.
So it's this idea of you knowyou, you plan for the worst, but
(24:51):
expect the best, so that teamscan enhance readiness and
flexibility, making sure they'reequipped to handle unexpected
challenges and to do so withsome ease, even if these things
don't come to pass.
We're engaging in criticalthinking, we're engaging in
problem solving, we're engagingin activities to boost our team
(25:14):
cohesion.
And the last suggestion here Iwant you to think about
integrating reflection.
So, inspired by Brian'semphasis on reflection,
incorporate regular reflectivesessions where team members can
discuss what has worked, whatdidn't and how they can adapt,
(25:35):
moving forward.
This continuous feedback loopcan enhance adaptability as well
.
So, again, my friends, we knowthat adaptability and
flexibility and leadership areessential for navigating
business environments today thatare changing daily.
Right by integrating theseinsights, you can cultivate a
(25:57):
more resilient and a moreinnovative team culture.
And this leads us to our lasttheme continuous learning and
development.
And in this one we're going toraise up the insights from
Seiran Akwari, but I want tobegin with the success story of
a leader who transformed theirorganization by embracing a
(26:17):
culture of learning and growth.
It was a mid-sized tech company.
The CEO realized the industrywas outpacing them due to rapid
tech advancements.
So, to keep up, the CEOlaunched a continuous learning
initiative, encouraging allemployees to engage in regular
skill development.
Not only did she encourage this, she incentivized it and
(26:38):
allowed them to use work timefor this.
So by implementing weeklylearning sessions and providing
resources for professionalcourses, ceo not only
revitalized the company'scompetitive edge, but also saw a
huge increase in employeesatisfaction and retention, and
this helps to illustrate theprofound impact of a commitment
(27:00):
to learning at allorganizational levels.
So let's think about Sairan'sepisode.
Sairan is an accomplishedengineer and a business coach,
and she emphasizes theimportance of continuous
learning, especially for midlifewomen.
And one thing that I reallyappreciated was the way Sairan
(27:20):
thought about confidence and shesaid you will never, ever gain
that confidence if you are notcompetent.
You have to gain the skills.
When we say confidence, actionbreeds confidence, and I just
think that is brilliant.
So this insight it's crucial.
It highlights that the path toconfidence is built through
(27:41):
competence, mastering new skillsand applying them over time.
And Sairan's perspectiveencourages leaders to see
continuous learning not just asprofessional growth but as a
personal evolution, likeblending emotional intelligence
with technical skills to fosteran even more dynamic workforce.
(28:03):
So let's think about some tipsfor integrating learning into
daily routines.
I encourage you to schedule timefor knowledge sharing.
So, whether it is something youdo in a weekly meeting or a
monthly meeting for team members, give them space to share
insights, whether that is anarticle that they've read, a
(28:24):
book that has been informativefor them, or courses that they
found valuable.
This practice encourages aculture of learning and
collaboration and enhances youroverall team performance.
I also want you to encourageprofessional development,
whether it is access to onlinecourses, workshops, sending
(28:46):
people to seminars.
When you foster an environmentwhere employees feel supported
in pursuit of new skills, thenall of a sudden, we're
developing more competence and,as a result, more confidence as
well.
Implement learning goals intoperformance reviews.
So when we have a couple ofindividual learning objectives
(29:09):
set as part of your regularperformance assessment, this
reinforces the value placed ondevelopment and ensures ongoing
personal and professional growth.
I want you to think aboutmentor programs, mentorship
opportunities with theorganizations, whether this is
formally, whether this isthrough informal relationships,
(29:33):
whether we're setting up timesfor employees to network across
departments.
This can be really effectivealso for generating new ideas
across traditional boundariesand organizations.
Then, finally, I want you tothink about how you can
encourage micro learning.
So there are a number ofplatforms that deliver
(29:55):
bite-sized learning modules, anda lot of times this is what we
have time for in our busy workdays, but when we do this, we
can facilitate continuouslearning despite, you know,
being overscheduled, makingdevelopment more accessible and
manageable.
So continuous learning anddevelopment, pivotal for
(30:18):
personal empowerment andorganizational success.
By integrating Sairan'sinsights on confidence through
competence, leaders can createenvironment where growth thrives
.
So, as we draw to a close onthis journey through the most
pivotal themes of leadershipcommunication in this season, I
(30:38):
want to revisit each takeaway.
Firstly, empathy and activelistening emerged as
foundational.
Richard Reed shared thatcharisma is about creating a
ripple effect in the world, andhis insights encourage us to
listen deeply, not just respond,but to understand and connect.
Practicing active listeningallows leaders to engage
(31:01):
authentically and build stronger, more trustful relationships.
If we look at clarity andintentionality, Jimi Gibson
compared effective communicationto performing a magic act it is
structured, it is intentionaland it is impactful.
Clear communication helps avoidthe pitfalls of
(31:21):
misunderstanding and it helpsalign everyone towards shared
objectives.
Right, much like a verywell-rehearsed performance.
As we discussed authenticity andvulnerability, Ryan Chute's
story of personal transformationprovided a powerful reminder
that embracing vulnerabilityfosters a culture of openness
(31:43):
and innovation.
His journey taught us to seevulnerability not as weakness
but as a strength that buildsdeeper connections and trust.
Transitioning to empowermentand agency, we learned from
Taylor Crawbill that beingproactive and making informed
decisions can transformworkplaces into empowering
(32:04):
environments and Aang Lakeyreinforces by asking leaders to
be intentional in creating safespaces.
By fostering agency leaders,unlock their team's full
potential and innovation canflourish.
In discussing adaptability andflexibility, Bryan May reminded
(32:25):
us that life is a mirror, urgingus to prepare for the
unexpected and adapt withresilience.
Finally, on continuous learningand development, Sairan Aqrawi
offered a powerful truth Actionbuilds confidence.
Continuous learning not onlybuilds competence, but drives
personal and professional growth.
(32:46):
By aligning learning withpurpose, leaders can promote a
culture of development andempowerment.
With these insights in mind, Ichallenge you to select one
actionable suggestion from eachtheme and weave it into your
leadership approach.
And I don't say do this allright now, but maybe for this
first month you focus on onefrom empathy and maybe in the
(33:09):
next month you're going to focuson something from continuous
learning Again, whether it'spracticing empathy through
active listening, fosteringclarity in your communication or
committing to lifelong learning, these steps can leave lasting
positive impacts on yourleadership style and on your
organization's success.
(33:30):
As Maya Angelou once said, dothe best you can until you know
better.
Then, when you know better, dobetter.
Let this encouragement lead youto continually refine your
leadership journey, inspire yourteams and drive change with
empathy and integrity.
(33:50):
Thank you, my friends, forbeing part of this exploration
into effective leadershipcommunication, and I can't wait
to connect with you again on thenext season of the
Communicative Leader.
All right, my friends, thatwraps up our conversation today.
Until next time, communicatewith intention and lead with
(34:12):
purpose.
I'm looking forward to chattingwith you again soon on the
Communicative Leader.
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