Hi - Dror here.
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Here’s your Wednesday Weekly Energy #233. (French version here ).
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The leadership skill that builds trust faster than any other
And this is the ninth part of the “12 weeks to accelerate your career” series. For those who missed the previous editions, find them all at the end of this newsletter.
I was 27 when I took my first job leading a team of 10 salespeople. I wanted to please everyone. My superiors and my team. So, to avoid offending anyone, I sugar-coated my messages.
The result? Nobody really understood what I meant. Confusion set in. Unspoken words and interpretations slowed down the execution.
I quickly realized that I had to change and switch to more direct communication, even (or especially) when the messages were more difficult.
As is often the case with Leadership (our ability to communicate with others), the solution is simple to understand, difficult to apply.
Most of the time, we read a book or take a course. But nothing changes. Understanding isn’t enough. You have to apply it. And that comes through practice.
Four pillars to transform your intentions into impactful messages (with tools to put them into practice).
1. Radical Simplicity: One Single Message
The Concept: For leaders, communication means cutting through the noise. It means delivering a single, clear and simple message, because “if you say three things, you say nothing”.
The tool: the one-page plan. Before any important communication (email, presentation, conversation), ask yourself these questions:
- “What’s THE one idea I want my audience to remember?”.
- “What is the action I want my audience to take?” (to go further on this concept, I recommend this book.The Compelling Communicator by Tim Pollard)
Once identified, eliminate everything else: jargon, superfluous details, filler words.
The example: John F. Kennedy. He masterfully reduced a complex speech to a single memorable and powerful idea: “Ask not what your country can do for you, ask what you can do for your country”.
The question: “If there’s only one thing to take away from my communication, what is it?”
2. Radical Candor: Challenging with Care
The Concept: “Radical Candor” is a balance. It’s about “caring personally AND challenging directly.” It means giving honest feedback and addressing problems head-on, even when it’s uncomfortable.
The tool: the Structured Feedback Session. First, show that you care about the person and their growth. Then, be direct by giving clear and specific feedback, without sugar-coating.
The example: “Florence, I know you’re very involved in our team’s success and I’d like to thank you for that. I want to address an important point. Over the last two meetings, you’ve repeatedly interrupted your colleagues and monopolized the floor. This affects team collaboration. I want to discuss this behavior and understand how I can help you first understand others before pushing your solution.”
The question: “In what area do I retain honest feedback, and how can I phrase it to challenge directly while showing that I care personally?”
3. The Power of Questions: Guiding Instead of Telling
The concept: The effectiveness of modern leadership lies less in having all the answers than in asking the right questions. A good question stimulates reflection, attention and responsibility in others.
The tool: The “What else?” question. When an employee presents a problem to you, resist the urge to immediately give the solution. Start with an open-ended question like “What’s on your mind?”. Then, to dig deeper and encourage complete reflection, simply ask: “And what else?”.
The example: Peter F. Drucker. This management visionary declared: “The leader of the past knew how to say; the leader of the future will know how to ask”. He understood that questioning is the key to unlocking potential.
The question: “What’s really at stake here for you?”
4. The Humility of Feedback: Receiving It with Grace
The concept: Direct communication is a two-way street. Effective leaders are not afraid of feedback; on the contrary, they actively seek it out as a precious gift for their growth. They cultivate an environment of trust by eliminating all defensive posturing.
The tool: The “Thank You” Practice. When you receive feedback or a suggestion, your immediate verbal response should be, “Thank you.” Don’t justify yourself. Don’t argue. Don’t apologize. Just say “Thank you”.
The example: Marshall Goldsmith. A world-renowned executive coach whom I’m lucky enough to have as a mentor, his method, which I use in my coaching, is based entirely on actively seeking “feedforward” (suggestions for the future) from stakeholders.
The question: “What are two suggestions you have for me to improve on [specific behavior] in the future?”
Conclusion: Become the One Who Brings Clarity.
Mastering direct communication is not an innate talent. It’s a discipline. By applying these principles, you’ll move from understanding to action; you’ll build strong relationships, strengthen your credibility and accelerate your career.
For those who are wondering😊. After intentionally working on the clarity of my communication, this is now one of the most frequent pieces of positive feedback I receive.
And you can do the same.
If you are a leader or an aspiring C-Level executive eager to accelerate your career by becoming a model of trust and results, let’s talk. Personalized coaching can help you integrate these principles into the core of your leadership.
Contact me for an exploratory discussion.
See you soon,
Dror
In the same series :
Thank you.
See you next Wednesday.
Dror. 🙏 ( Say hello on Linkedin)
PS : Share with friends, and get free coaching with me.
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