Here's how you can foster effective communication with your team members.

Effective communication is built on a foundation of trust. Prioritize open, two-way dialogue and actively solicit feedback. Embrace diverse communication styles - utilize meetings, email, and collaboration tools to suit different needs. Set clear expectations for communication frequency, responsiveness, and the best formats for different types of information exchange. Foster a psychologically safe environment where everyone feels empowered to share their perspectives.

Show you care about your team members by expressing interest in their lives and concern for their wellbeing. Help your team members get to know each other better. Team building, social activities and team meetings provide opportunities for people to build stronger connections. Remember that managers who intentionally build relationships build trust and improve performance.

Trust is cultivated through effective communication, extending beyond mere verbal exchanges. It encompasses the manner in which messages are conveyed. When team members perceive that you communicate with them in a manner that is non-threatening and ensures their safety and security, trust begins to form. However, it's imperative to exercise caution and sincerity, ensuring that communication is not exploited for personal gain at the expense of others. Furthermore, you must be cautious about misusing your sincerity for their advantage.

When it comes to fostering effective communication within your team, trust is the name of the game. Your actions should echo your words, building a sturdy foundation of reliability. Be transparent, admit when you're wrong, and share relevant information openly. When your team sees you as trustworthy, they'll feel more comfortable sharing their thoughts and ideas, creating a culture of open communication.

Establish Clear Channels: Create open channels of communication where team members feel comfortable sharing ideas, concerns, and feedback. Utilize tools such as team meetings, one-on-one sessions, email, and instant messaging platforms to ensure accessibility and transparency.

To build trust as a manager, it's key to be as real as your favorite reality show and as open as a book club meeting after a glass of wine. Being authentic means ditching the script and showing your team the unfiltered, unedited version of yourself. And let's not forget vulnerability – it's like admitting you can't keep a plant alive, but with your feelings. When you're willing to show your team that you're not perfect (shocking, I know), it creates a bond based on mutual understanding and empathy. So, embrace your inner reality star and book club aficionado. Be real, be vulnerable, and watch the trust grow faster than your succulent collection.

I think shared experiences are great for building trust as you see people from a different perspective when you're problem solving in an escape room or walking up a mountain. The shift in perspective can help break down barriers those little doubts inside that could be holding you back from speaking to someone that you normally wouldn't.

In my view, if communication stops being effective, verifying the trust would be the first step to take. Would be good to observe if there any changes in people's behaviour, condition, response to the comms, if there have been any important events which could trigger people, something in the leader's behaviour and speech. And then the trust should be restored, through the leader's taking on him/herself responsibility for possible breaking the trust, through reminding team members about the common goals, through being responsive to the feedback, and thus, being vulnerable (accepting that some mistakes must have been made). When the trust is back, then to look at technicalities ("why, how and what" of communications)

In today's fast-paced world, where communication is often reduced to short and quick messages, the art of authentic dialogue seems to be fading away. It's essential to recognize that communication goes beyond the words we exchange; it encompasses the ability to truly connect with others, understand diverse perspectives, and build solid and meaningful relationships. As a professional in the field, I deeply understand the importance of authentic dialogue in the workplace. Over the years, I've witnessed how the lack of effective communication can lead to misunderstandings, conflicts, and even the failure of promising projects. Perhaps the answer lies in promoting active listening, empathy, and openness to self-feedback.

Listening actively builds trust. When you are listening actively, it is 360o, multi-sensory experience - listen, observe, hear, see. What is the person saying? Not saying? Combine Listening actively with powerful questions of inquiry and intuition, and you will create an environment in which others really feel seen, heard, safe. As the listener, you will get truth - the real story- below the surface level of the “facts.” Active listening limits you to checking for YOUR understanding. This can put the speaker in a performance or being-tested mode.

An unpleasant part of active listening is explicitly confirming the implicit. We often think we sense a tone of anger in an employee's reply, or a note of sadness in someone saying that their day is going fine. Good communicators explicitly confirm that note or the body language that they think they see. It feels uncomfortable to say, " It seems like you are angry at me right now by your tone and your body language, " but we owe it to the people we work with to do so. The worst case scenario is the person saying that you're not correct and you recalibrate how you sense other people's emotions. The best case scenario is that you uncover some resentment and can openly and effectively address it before it builds into something worse.

I love this quote from Peter Nulty, so very true and very important, never stop listening. “Of all the skills of leadership, listening is the most valuable — and one of the least understood. Most captains of industry listen only sometimes, and they remain ordinary leaders. But a few, the great ones, never stop listening. That's how they get word before anyone else of unseen problems and opportunities.” — Peter Nulty, Fortune Magazine

What do you mean by active listening? There is a difference between hearing and listening. While hearing is receiving information when others talk, listening is hearing someone intending to learn. So, active listening is about listening to your team members attentively. How do you know that you are an "active listener"? The simple indication is how much your team member feels comfortable when he or she talks to you. It means, they will share their opinions with high-level trust.

It's about going beyond the words, being fully present, giving the team members space to share their ideas, thoughts, feelings without judgment and any kind of bias. This goes a long way in building the relationship, a connection, and intimacy that last not just for the period of work, and last for a lifetime. I remembered one of my leader with whom I am still connected as he walked the talk. He fostered a strong relationship and connection right from the start. He used the coaching approach that enabled me to reflect & think differently. Freedom of expression really matters and when a leader is able to provide the space to team to share, it matters a lot and talks about who the leader is! These qualities also help in building trust.

Active listening can truly transform communication and foster effective connections within teams. I usually say empathetic listening is paramount in this regard. Empathy involves not just hearing, but truly understanding and feeling what others experience. To achieve empathetic listening, genuine care and concern for the individual are essential, enabling us to tune in to emotions beyond mere words. In "The 7 Habits of Highly Effective People," Stephen Covey aptly likens empathetic listening to an "emotional bank account." Every time a leader engages in this vital practice, they make deposits into their emotional account. These deposits pave the way for synergy among team members, fostering a collaborative and supportive environment.

Active Listening: Practice active listening by fully engaging with your team members during conversations. Encourage them to express their thoughts and feelings openly, and demonstrate empathy by acknowledging their perspectives and validating their experiences.

La comunicación fluida en un equipo es básica para el buen desempeño. Un aspecto clave de ella es la retroalimentación efectiva, veraz, concreta, para que sea realmente útil y sirva como fuente de aprendizaje. Mientras más específico sea el feedback mayor será la posibilidad de mejorar. Son muchas las técnicas existentes y entre esas quiero destacar el método MIMO para un feedback transformador, que implica: MANTENER: comenzar destacando aquello que ha aportado valor de lo realizado. INCORPORAR: aspectos que sumarían al resultado y no estuvieron presentes. MEJORAR: aquello realizado que podría tener más impacto si se hicieran cambios para potenciarlo. OMITIR: lo que no aportó valor, por lo que es mejor no dedicarle esfuerzos ni recursos.

Encouraging feedback is not just about listening—it's about actively experimenting with the insights provided. Treat each piece of feedback as a hypothesis in an ongoing experiment, using it to test and refine team processes. Establish regular feedback loops where these hypotheses are discussed, tested, and iteratively reviewed. This method transforms feedback into actionable insights, driving continuous improvement and innovation within your team. It shows team members that their contributions have a direct impact, enhancing communication and encouraging a proactive approach to problem-solving. Embrace this experimental mindset to empower your team and foster a dynamic, responsive work environment.

Effective communication starts with active listening. It's not just about hearing words; it's about understanding the message beneath them. Give your undivided attention, maintain eye contact, and refrain from interrupting. Reflect back what you've heard to ensure clarity and strengthen the bond with your team. This practice not only prevents misunderstandings but also fosters deeper connections among team members.

Foster a Culture of Feedback: Encourage a culture of constructive feedback where team members feel empowered to provide and receive feedback openly. Regularly solicit input from your team on how communication can be improved and take actionable steps to address any issues or concerns raised.

When you give instructions to your team, how do they respond to you? 1). They say yes, boss. We will do that. 2). They ask questions that have more clarity. 3). They will share their opinions to support the task. 4). They will suggest or propose counter ideas. If you have been free to practice all of these, it indicates effective leadership. It means you have developed a working culture that focuses on the organization's success. Giving and receiving feedback improves the quality of work, the working environment, and the organization.

"Feedback without empathy is cruelty." This is a lesson I learned from a professor during my Leadership MBA. Feedback offers a unique opportunity for personal and professional growth. It should be seen as a gift because it's your chance to hear another person's perspective about you. As a mentor to leaders, my goal is to guide them in building a culture where feedback is valued and encouraged. This means creating a safe and open environment where everyone feels comfortable sharing their opinions and ideas, without fear of criticism or judgment. Let's work together to promote a culture of empathetic and constructive feedback in your team!

On the first team coaching event I ever facilitated, I asked a team what their financial goals were for the year. Nobody including the leader was able to answer that question. It is so common to assume that everybody is on the same page, but perhaps we should assume that we are not. Aggressively communicate your goals and then check for understanding often. You will be surprised by how much this increases your team's performance!

Fostering effective communication within your team begins with clarifying goals and expectations. To do this, ensure that each team member understands their role and how it contributes to the wider objectives of the team. Use clear, concise language to communicate these goals, and check for understanding by asking team members to explain the objectives in their own words. Regular progress reviews with your team can help keep everyone focused on achieving these goals. By creating an environment that values open communication and active listening, you set the stage for improved collaboration and greater overall success.

In today's VUCA (volatile, uncertain, complex, ambiguous) world, setting ambitious yet achievable goals is essential. It's common for the methods to achieve these goals to change along the way. However, what must remain clear to all team members is the ultimate goal we aim to achieve and how close we are to reaching it. By ensuring clarity around our goals, we empower our team to align their efforts and work collaboratively towards a shared vision. It facilitates open communication, allowing everyone to understand their role in achieving the overarching objective.

Lead by Example: Model effective communication behaviors by being transparent, honest, and approachable in your interactions with team members. Set clear expectations for communication norms and demonstrate active listening, empathy, and respect in your interactions.

Sometimes, you have clarity about the goal or objective of a task you assign to your team. So, when you assign, they will take and implement the work. However, if they do not have clarity about the goal or objective of the work and how that task is supporting the overall business or his or her personal development, they will not have the right motivation to work. Furthermore, a lack of clarity on the objective will cause less productivity. Therefore, it is imperative to ensure that your team has understood the goal the way you wanted and what they wanted.

Un outils vieux comme le monde mais toujours si efficace : le SMARTE, passer ensemble l’objectif dans cette moulinette permet de rapidement le clarifier ..

Conflict resolution is key to maintaining effective communication within your team. Address conflicts swiftly and impartially, fostering an environment where open dialogue is encouraged. Guide discussions towards resolutions that honor all perspectives, preserving team unity and preventing further escalation. By handling conflicts constructively, you reinforce trust and strengthen bonds among team members, paving the way for smoother communication in the future.

Navigating workplace conflicts is like being a referee in a game of office politics—tricky but necessary. Start by actively listening to both sides, acknowledging their perspectives, and refraining from taking sides (no matter how tempting it may be). Ultimately, aim for a resolution that addresses the core issues and allows everyone to move forward constructively. Conflict is natural, but how you manage it can make all the difference in maintaining a harmonious and productive workplace.

Pour régler un conflit j’aime l’exercice de reformuler la situation du point de vu de l’autre en se mettant dans sa situation , exercice difficile mais efficace ..

Provide Opportunities for Connection: Foster team cohesion and rapport by providing opportunities for team members to connect on a personal level. This could include team-building activities, social events, or informal gatherings where team members can bond and build relationships outside of work-related tasks.

Why do conflicts occur in your workplace? How often do conflicts occur? Who are the employees who frequently get into conflicts? You need to ensure that the root cause of the conflicts is mostly whether employees, your leadership, or company rules and policies. This simple analysis might give you a better understanding of the pattern of Conflicts in your working environment. While many colleagues are talking about conflict management, I would like to focus on the following: 1). Ensure that innocents will not be punished. 2). Ensure that people do not lose their quality people, physically or partially (demotivation). 3). Use it as an opportunity to build the team spirit.

Conflict is inevitable in any workplace, but how we manage it can make all the difference in fostering a positive and productive environment. One key aspect is having clear and well-defined objective rules, alongside subjective rules that align with the company's culture. Objective rules provide clarity on what behaviors are acceptable and unacceptable, helping to minimize misunderstandings and disputes. Meanwhile, subjective rules, shaped by the company's culture, guide team members on how to navigate situations where right and wrong may not be black and white. By establishing both types of rules, we empower our team to resolve conflicts constructively, promoting open dialogue and mutual understanding.

Normally, communication styles depend on your natural leadership styles. Adapting communication style is not easy. However, as a committed leader who is motivated to deliver maximum outputs, you need to learn and adjust your communication style according to your team members. Consider your team members as your business partners who support you in achieving your business targets. From this perspective, sacrificing your comfort is worth it. The outcome is a motivated workforce that eventually brings high-level productivity.

One of the best ways to start a relationship is to determine channel preferences, right at the start. Whether the person is a teammate/team member, client, peer or acquaintance, one of the questions we can ask during the first meeting is "what channel of communication do you prefer?" This knowledge informs us early on what communication channel and approach will help convey our messages across to the person. For example, someone who prefers chats may appreciate a quick message to check for availability before a phone call. Another who prefers email, may benefit from a follow-up email after a meeting. There's a lot of communication tech, using the tools that support our message is an important part of our approach.

Discussing preferred communication methods can enhance collaboration and productivity within a team. Each individual may have unique preferences, with some favouring phone calls for immediate discussions, while others prefer email for documentation purposes. Encourage team members to openly share their communication preference. By addressing specific tools like email, instant messaging, or phone calls, everyone can streamline their interactions and improve teamwork dynamics. Initiating this conversation also benefits leaders, as enhanced communication leads to a 25% increase in team productivity. Improved efficiency translates into meeting deadlines, satisfying clients, and ultimately boosting company revenue.

Adapting your communication style is more than the words you use. By mirroring body language to that of your employee you can subtly put them at ease and make them feel more connected to the conversation. This can also be used in reverse if you need to change the focus and intention of the meeting. For example, if you need to have a difficult conversation with an employee, you may intentionally sit straighter, square-on to the desk, in a very formal posture to emphasize the seriousness of the topic.

Effective communication is not one-size-fits-all. People are diverse, with unique preferences and communication styles. Understanding and adapting to these differences is key to building strong connections within our teams. One valuable tool for better understanding individual communication preferences is the DISC behavioral analysis. Through my experience in helping many leaders adaptting their communication based on this assessment, I've seen remarkable results. By assessing each team member's DISC profile, we gain insights into their communication style, strengths, and areas for improvement. This knowledge allows us to tailor our communication approach to better resonate with each individual.

Context is important for effective communication. When where and how your message is out matters. Setting space for deep conversation when you really want feedback, learn things that you need to know.

In my experience coaching CEOs and their teams you can foster effective communication by establishing multiple channels for open dialogue, including regular team meetings, 1-to-1 check-ins, and digital messaging platforms. Practice active listening, fully engaging to understand and respond thoughtfully. Lead by example, being transparent about team goals, challenges, and successes to build trust. Encourage a culture of constructive feedback in your team, adapting to various communication styles. Recognize achievements and facilitate regular team-building activities to strengthen relationships. Offer support in communication and conflict resolution to enhance skills and ensure clear, effective exchanges among team members.

Reward your Team Members. Better yet, customize your rewards based on their personalities. Recognizing their efforts in a way that resonates with them personally can boost morale and loyalty of your team members. It could be professional development investment for some while others might appreciate personalized gifts OR additional PTO. Identifying the definition of a "reward" for your team members and expressing your appreciation in their language is Key to retaining core talent.

Not all organizations have the resources to do this, but providing your team members with the opportunity to participate in work-style / personality assessments can be incredibly helpful. Not only does it give team members the opportunity to learn about their preferences, and others, but it creates a safe space for your team to have the open conversations around communication and working style.

In my experience coaching leaders and teams I have found that this area of focus gets overlooked or taken for granted that everyone understands each others communication style. Every individual on the team is unique and have a different way that they give and receive communication so it cannot be a "paint by numbers" process. Spend time with your team to understand each others style so that you can deepen your appreciation and understanding of each individual on your team. Assessments such as DISC when implemented properly can support the team in gaining insight into the different styles and approaches so that you can contract together the best ways to effectively communicate. Communication is one skill that can elevate performance.

Ideally, we want to build and inclusive culture, that is open to feedback. Feedback up, down and across the team. In that way it becomes natural to do so, in a constructive way obviously, and this doesn't include performance reviews, but it allow you to spot future talent, and innovation, and allow the team to shape the direction, and vision - so it's not all on you as a leader, and there is a sense of safety, belonging and onwership in key strategies.

Investing in self-awareness discovery initiatives, such as the EQ-i assessment tool, is like giving your team a superpower. When team members know themselves inside and out, they become adept at communication, masters of stress management, and experts at navigating tricky office dynamics with finesse. Self-aware team members are the unsung heroes of the workplace. They understand their strengths, weaknesses, and how to collaborate effectively. In essence, investing in self-awareness is like unlocking your team's hidden potential. They become more productive, adaptable, and harmonious, contributing significantly to your organization's success.

Every company has its own Organizational Culture! The key difference lies in how it's built and fostered, either by leaders or by individual employees. When employees contribute without clear leadership guidance, the company often experiences reduced engagement and commitment among teams and employees. A good organizational culture is the key to unlocking the highest productivity from each talent within the company, and consequently, the company as a whole."