Leadership

Leadership 2023

Leadership And The Workforce – 2023 Hurdles And Opportunities

The coming year is shaping up to be very different from previous years as far as workplaces are concerned. The challenges of hybrid working or full WFH, coupled with advances in AI and other big tech plus global skill shortages, loom ever closer on the horizon. Factor in the global economic downturn, higher energy costs, rising inflation and squeezed budgets too. What this all means is that the need for effective leadership in 2023 which engages fully with the existing workforce has never been more important.

The Rise of AI in Addressing Talent Shortages

Supply chain issues and economic uncertainty will continue to hinder the hiring process for many businesses. It is possible that rather than try to hire new talent, businesses may have to instead reorganise and/or re-train their current workforce. They can do so to fill skill gaps and meet growing demand. To this end, the accelerated adoption of AI and machine learning will become the norm. Data sharing, digital technologies and smart algorithms will become part of the automation of end-to-end processes across multiple agencies. 

Data Breaches May Become a Bigger Problem

Cybersecurity will continue to become even more crucial in 2023. However, cybersecurity specialist recruiters report an estimated 3.1 million positions waiting to be filled globally. Therefore, the hiring and retention of cyber talent is bound to become ever more competitive. This is particularly within the public sector.

According to statistics from gov.uk, 39% of UK businesses reported a cyber-attack in 2022. These are mainly from denial of service, ransomware or phishing attempts. This was down slightly from 2021 when 41% of cyber attacks on UK businesses were successful.

The sheer scale of attacks coupled with the cybersecurity skills gap means not only that companies are going to have to look at offering new recruits and existing staff greater incentives to join or stay but also that team leaders and managers must up their game to prevent the steady leaching of talent by improving working conditions and by fully engaging, developing and leading more effectively the workforce they have and the talent they need to recruit.

Diversity Will Become Essential

It is clear that as the cybersecurity skills gap is steadily increasing the onus must be on training, recruiting and retention of staff in this area. Plus, accelerating training programs throughout the education and higher education systems. Training of the current workforce must trickle down to junior level as well. This is in order for managers and leaders to better understand the capabilities of existing workers and how these can be quickly deployed into different areas of the business as needed. What is clear also is that workers must be encouraged to develop diverse skills such as design, marketing, communication and even psychology. That way, they can support businesses in staying ahead of rivals and threats from cyber-attacks.

Working From Home Will Present the Greatest Challenge for Leadership in 2023

As home and office morph into one and the same, this will present problems. Issues surround not only around data security and employee motivation but also effective leadership and the potential for burnout.

Leaders dealing with the coming challenges must remember to lead themselves by practising self-care. They must also create a good example of sound leadership.

Leadership development strategies

Leadership Development – Strategies to Consider

You might think that being a leader comes naturally and that the way it happens has been the same forever. Yet times have changed. Developing leadership skills throughout the company will reap benefits for you and your organisation.

Why Leadership Development Strategies Are Beneficial

A leadership development strategy is a place to start. Our guide to strategies will help you set a framework you can follow to set up your leadership development process. Be flexible to adapt to your business needs and nuances. Then you can find a strategic approach that suits how you want things to work. 

Leadership development strategies are underpinned by knowing your business challenges. As a leader, ask what the most significant challenges the business will likely face in the next few years. What is the most worrying thing the business faces? How can new leadership and management skills help? What skills are likely essential for your leaders to know and implement? And, how do their current skills match up? Don’t be afraid to consider business coaching and mentoring. This can help grow skills and strategies, whether you are the boss or a leader.

Do more than assess training needs

Of course, knowing what qualities you have onboard will help. However, discussing with your team to identify the implications for leadership development is essential and somewhat tricky. Work through your business objectives and hone in on the specific skills your leaders need to develop to achieve your aims.

If you have a leadership development team, have them create a vision statement for future accomplishments. It should show current and future courses of action to give clear direction and inspiration to inform action planning and goal setting. If you don’t have a team, it can still be achieved. Leaders can set about developing measures and action plans for each specific goal. They can track progress with critical metrics that work across the processes.

Set up a leadership competency model to align your leadership programs and processes. Identify what the perfect leader must know and be able to do and what training they may require to succeed.

Getting Feedback

Once you have your findings laid out, it’s time to present them and get feedback. Review with executives, and show them what you heard and your proposed response. Ask for the help you need, and be prepared to verify and modify. Once you have them onboard and committed, put plans in place to get the resources required and involve those who can make it happen. If you can give specifics to each of the executives and CEO, you will show you believe in what you are proposing and have your closure prepared and ready for a quick move.

Also, brush up on the skills required to be recognised as an authentic leader, show your commitment to your organisation and improve job satisfaction and workplace happiness to get the best out of your team. Being motivated, strategic and relevant is key to developing an effective leadership development strategy that will serve you and the business well. Remember that as times and technology change, there is always a reason to review and update processes to remain on top.

future proof your career leadership training

How to become an authentic leader

Whether you are new to a leadership position or have been a team leader for several years, it can sometimes be difficult to work out exactly what being a good, authentic leader might mean. It is all too easy to fall back on the assumption that an authentic leader is someone who is confident, assertive and inspirational. Research suggests that authentic leadership is something that serves as an indicator of organisational commitment. Plus, employee job satisfaction and happiness in the workplace. For any leader who wants to get the best out of their team, it is vital that they show their authenticity as a leader. 

Authentic leadership 

This is a management style where leaders are self-aware, genuine and, above all, transparent. An authentic leader is one who inspires trust and loyalty. They do so by displaying their own genuine personality and how they feel about the performance of their employees. 

Improving your authenticity

There are four elements of Authentic Leadership Theory. These are:

Self-awareness 

It is critical for a leader to have a strong sense of their own strengths, weaknesses, values and their own self. When a leader understands their own strengths, they demonstrate to their team that there is nothing to hide. This creates trust within the team. Being self-aware also allows a leader to grow as a person. Plus, it helps to strengthen other skills in order to do the best job possible. It is not a weakness to be able to admit when something wasn’t done to the best of your abilities. 

Relational transparency

Subtle messaging, passive aggression and feedback that is convoluted. These are all things that have no place in leadership. If a leader wants to be truly authentic, then they need to be genuine, honest and straightforward. Let them know when there have been mistakes. Also, tell them when they have done a good job. This will help a team to be successful. What a team need to see in their leader is the type of behaviour that the leader wants to see from them. Leading by example is really important.

Balanced processing

A good leader needs to be able to make decisions, and then remain true to their decisions even when there is opposition. When it comes to important decisions, it is important to seek alternative opinions. Plus, ensure that you are open to discussions. If you want to be a really authentic leader, then it is important that you make an environment where employees feel encouraged and safe when it comes to their opinions. This links back to self-awareness. You need to be sufficiently self-aware in order to accept that your opinion may not be complete. When you collect feedback from others you will be able to identify possible weaknesses in your own argument. 

Internalised moral perspective or the ability to “Do the right thing”

Putting the needs of the company and customers first is of paramount importance. An authentic leader needs to focus on doing the right thing to achieve long-term success. Integrity and strong ethical values are important, and an authentic leader should not be tempted to take shortcuts. 

mental health tips

Mental health tips for balanced leaders

A good leader has a lot to think about from one day to the next, but self-care is essential. After all, if they want to continue performing to their best for their team, then they need to make sure that they are making time for themselves. Finding time can often be difficult. However, when you don’t prioritise your own mental health, then you are likely to find yourself facing burnout. Here are some mental health tips for leaders to keep your mental health in tip-top shape. 

Work with a therapist

It doesn’t matter what position a professional is working in, having a safe space in which they can discuss any worrisome issues. This is someone who is outside the situation and can offer unbiased advice, and that is what can help you to maintain a good balance in your life. 

Take time to disengage

You should ensure that you take time every day to disconnect yourself from the events of the day. This is something you should also remind your employees to do as well. This might be done by having specific screen hours for your technology. Or, taking a walk, spending family time or reading a book. 

Make time for your own self-care

If you don’t prioritise your own self-care, then you cannot support the well-being of those around you. Create some space for yourself through healthy eating habits, mindfulness and personal fitness.  

Put everything into perspective

You control the pressure you are feeling. Therefore, you need to be able to put that into perspective. Try and find something that is important to you in order to give you the focus you need to do this.

Build wellness into the culture of your company

If you want wellness to be inbuilt into the culture of your company, then start at the top and work from there. The example you show is very well one that your employees will follow. If they don’t see you taking breaks, then they will feel like they can’t take them either. Make sure that these are things they see as part of the normal working environment around them. You will all benefit from this. 

Practise de-escalation techniques

Make sure that you are using and teaching your employees all about the de-escalation techniques that they could be using when something upsets them. This is a really simple technique that involves taking a deep breath and exhaling and not doing the thing that is upsetting you. It should be repeated three times. 

First lead yourself

It is important that every leader learns to lead themselves first. When it comes to the pressures associated with the business, it is important first to identify any organizational and personal non-negotiables. You should make sure that you establish some clear boundaries around your responsibilities and your time so that you can help to move your company forward in a nurturing manner. 

Final words on mental health tips for leaders

Hopefully, you’ve found our mental health tips for leaders useful. However, if you feel you’re heading towards burnout, it might be best speaking to a medical professional for assistance with your mental health.

future proof your career leadership training

The Benefits and Limitations of Leadership Training

In the UK, a huge amount of money is spent by companies, large and small, on leadership training. Globally leadership and management training is thriving, with some $356 billion estimated to be spent in a single year (2015), including around £45 billion in the UK alone and this figure is sure to keep on rising. But are companies getting a good return on their investment, and is it paying off in terms of productivity and success?

The Barriers to Success

In surveys, many senior managers have said that training appears to have only a short-term benefit. Leadership training programmes are undoubtedly a force for good in most cases and particularly where leaders understand the importance of clear, concise and regular communication, as emphasised by experienced mentoring companies like Eric Land Mentoring, leaders in the field of guiding businesses to success through training, mentorship and upskilling.

In the early days of a leadership training course, participants usually gain plenty of benefits and insight, which enables them to work better with colleagues and establish new objectives for their organisation going forward. Unfortunately, this initial surge is too often short-lived as managers and staff settle back into old routines and entrenched attitudes.

It becomes clear what the barriers are to effecting permanent change for the better in companies struggling to achieve their full potential, and the most common ones are:

  • An unclear direction on strategy and achievement goals
  • A lack of teamwork among senior executives and leaders
  • A reluctance by senior managers to change direction or acknowledge their own failings
  • A reluctance by employees to point out to senior managers the obstacles standing in the way of effective operation

How Leadership Training Can Overcome Barriers to Enable Permanent Change

The most effective leadership training aims to improve individual development and organisational redesign and development in tandem with an emphasis on senior and lower level managers developing and evolving on the job as it were, teaching the art of continual learning in order to adapt to changing circumstances whenever they occur.

A vital part of leadership training is helping managers and senior executives to understand what behaviours and practices are expected of them and particularly in terms of how to set out a clear path to success for their organisation, including the hiring and development of new and existing talent within the company.

Managers can learn to understand the importance of looking for skills gaps within their staff as well as spotting underused employees who could be better employed elsewhere in the organisation with the help of further training and education.

As pointed out earlier, through leadership training, managers could learn the benefits of better communication with company employees and colleagues in order to gain insights into how the organisation is performing, what could be changed or improved and how day-to-day coaching and mentoring could help facilitate new strategies and values on the way to success all across the board. 

Leading Diverse Teams, What Good Leaders Get Right

There are many leadership styles. Do they all work well and get the best out of the diverse teams?

We look at what good diverse team leaders get right and how they overcome the many challenges leaders face. Attitudes to inclusive leadership and diverse teams will define how you are perceived and successful as a leader you are.

Engaging and energising

The ability to engage and energise are skills required by any leader to inspire others to achieve, give their best and ultimately benefit the business.  Leaders should be role models that others want to emulate and work hard for.  A good leader will recognise individuals for their skills and talents, improve and expect and be prepared to listen and actively seek opinion. They will develop their team by imparting knowledge, delegating and not ruling with a rod of iron.  Leading a diverse team demands that individuals be treated as such and given equal opportunity to contribute to the team to feel valued and listened to. Their ideas count. 

Inclusion

To manage a diverse team, leaders must show authentic inclusion. Team members must feel they have a stake in the future and can leverage their perspectives and approaches so that learning and growth drive the business forward. There needs to be authentic value in both words and deeds, showing appreciation and respect for the contributions of all team members, irrespective of their diverse identities, talents and background. To do so, leaders must be aware of their biases and stereotypes that could influence their thinking and do all they can to neutralise and remove them. In fact, to successfully lead a team of diverse individuals, a good leader will seek to actively learn from the diversity within the team and ensure that team members are open-minded and will learn and be open to the opinions and backgrounds of others. 

High-engagement culture

A good leader will listen as much as they speak. This must be without bias if a leader is to create a team of individuals who are free to express their ideas without fear. Leaders must promote team relations that support a democratic, fair and supportive environment that deals with challenges and avoids authoritarian, defensive or favoured ways. They should challenge those that show disrespectful behaviour towards others and hold individuals accountable for any inappropriate behaviour to ensure everyone feels safe, included and valued.

Inclusive leaders will be transparent and expect transparency, thus engineering a shift away from exclusionary or stagnant cultures that damage businesses seeking to move ahead in a diverse and forward-thinking way. An open and accepting culture leverages team member differences to positive effect to inspire and encourage collaboration without borders or boundaries. In this way, team members feel motivated to do the best for themselves and the business.

Whether it is overcoming gender, race, background or sexual diversity: organisations that demonstrate inclusivity at every level will see better results. Those whose barriers and closed ceilings prevent them from exploring the wealth of talent and opinion that diverse backgrounds can bring will suffer for it. 

This article explains why diversity, equity and inclusion must not be put aside if leaders and businesses are to avoid being at a disadvantage.

There are many leadership styles. Do they all work well and get the best out of the diverse teams?

We look at what good diverse team leaders get right and how they overcome the many challenges leaders face. Attitudes to inclusive leadership and diverse teams will define how you are perceived and successful as a leader you are.

Engaging and energising

The ability to engage and energise are skills required by any leader to inspire others to achieve, give their best and ultimately benefit the business.  Leaders should be role models that others want to emulate and work hard for.  A good leader will recognise individuals for their skills and talents, improve and expect and be prepared to listen and actively seek opinion. They will develop their team by imparting knowledge, delegating and not ruling with a rod of iron.  Leading a diverse team demands that individuals be treated as such and given equal opportunity to contribute to the team to feel valued and listened to. Their ideas count. 

Inclusion

To manage a diverse team, leaders must show authentic inclusion. Team members must feel they have a stake in the future and can leverage their perspectives and approaches so that learning and growth drive the business forward. There needs to be authentic value in both words and deeds, showing appreciation and respect for the contributions of all team members, irrespective of their diverse identities, talents and background. To do so, leaders must be aware of their biases and stereotypes that could influence their thinking and do all they can to neutralise and remove them. In fact, to successfully lead a team of diverse individuals, a good leader will seek to actively learn from the diversity within the team and ensure that team members are open-minded and will learn and be open to the opinions and backgrounds of others. 

High-engagement culture

A good leader will listen as much as they speak. This must be without bias if a leader is to create a team of individuals who are free to express their ideas without fear. Leaders must promote team relations that support a democratic, fair and supportive environment that deals with challenges and avoids authoritarian, defensive or favoured ways. They should challenge those that show disrespectful behaviour towards others and hold individuals accountable for any inappropriate behaviour to ensure everyone feels safe, included and valued.

Inclusive leaders will be transparent and expect transparency, thus engineering a shift away from exclusionary or stagnant cultures that damage businesses seeking to move ahead in a diverse and forward-thinking way. An open and accepting culture leverages team member differences to positive effect to inspire and encourage collaboration without borders or boundaries. In this way, team members feel motivated to do the best for themselves and the business.

Whether it is overcoming gender, race, background or sexual diversity: organisations that demonstrate inclusivity at every level will see better results. Those whose barriers and closed ceilings prevent them from exploring the wealth of talent and opinion that diverse backgrounds can bring will suffer for it. 

This article explains why diversity, equity and inclusion must not be put aside if leaders and businesses are to avoid being at a disadvantage.

business owner

The Biggest Challenges of Leading Remotely

It’s easier to manage and lead a team when everyone is in front of you, and you can see what is going on more clearly. Yet, with the change to hybrid and remote working showing signs of continuing, it’s essential to brush up on the skills of leading remotely. Of course, there are challenges, and here we take a look at what they are and what you can do to overcome them.

Setting clear expectations

Don’t assume that just because expectations in the office were clear this is the case for home or hybrid workers. You may need to give more direction and guidance, especially when it comes to what you expect when it comes to responding to communications and attending virtual meetings.

Avoid micromanaging. Instead, empower your team’s belonging and accountability, so they take responsibility for getting the job done without you.

Managing productivity

Whilst remote working can improve productivity for many workers; others will struggle. They may find it difficult to keep focussed and productive with home distractions and a lack of direct in-person supervision. Set realistic goals and innovative ways to track working time and progress to help keep them on track. 

You may also face the challenge of aligning expectations of those in the office with remote workers to manage perceptions and ensure resentment over production or perceived lack of it doesn’t build. Keep everyone in the office and home up-to-date on who is responsible and doing what.

Communicate regularly

With the ability to integrate and discuss matters freely around an office, it’s essential to make time for engagement and communication with those working remotely, and these tips may help. Set aside some times of the day when you are free to engage in short sessions with remote employees to catch up and share your calendar to let them know when you are available.

Cohesive teams

It can be challenging to treat both on-site and hybrid workers equally, but it’s essential to make everything as fair as possible. Differences can cause teams to break up through resentment and will affect productivity. Find ways to include remote workers if you provide free snacks or meals during meetings to office-based employees. Find ways to extend flexible working hours to remote workers if it’s a benefit afforded to on-site workers, or recognise that remote workers do not have the travel hassles of their office-based colleagues. There are no hard and fast rules but you should seek to remove any bias.

Social interactions

Remote workers are at risk of social isolation, and loneliness is one of the most common complaints, especially from those who had transitioned to home working when they previously came to your office each day. So it’s essential to be mindful and make ways to include socially those at home, grab a virtual coffee together and chat about things that aren’t work-related as you would over a typical office coffee break. Open a chat channel that is fun and is more about inclusion and socialising than work, listen to the concerns of both those in the office and at home, and be sure to follow up, just as you would do if everyone were together. 

Lastly, lead by example. The easier and more pleasant you make it, the more work everyone is likely to get through. Perhaps learn how to become more productive yourself and share insights and experiences with all your team members no matter where they are based.

business success via mentoring

Leadership Communication Strategies For Business Success

A great leader understands the importance of communication. Communication skills can undoubtedly be learned to make success easier. No matter how big or small your business or organisation, you need to excel at communication for the sake of your business.

Does It Matter As Long As The Job Gets Done?

In short, the answer is yes. Poor communication leads to low morale, lost sales and missed goals and that hits your bottom line. On the other hand, get communication right and you will rally teams, empower employees and build trust amongst colleagues. 

What Are Essential Skills?

  • Active Listening– hearing and understanding what is being said to you. Knowing when to speak and when to listen, ask questions and listen to what is said. Employees who feel heard, have a chance to express ideas and give feedback feel more valued, are more actively engaged, leading to higher morale and productivity. Keep your focus on the employee and eliminate any distractions. If you want to win them over, they need to know they are an essential part of the company structure.
  • Identifying your leadership style and adapting your communication style–you need to understand how employees perceive you and tailor your interactions to influence them to respond. Whilst you may feel you are an authoritative leader, this may not be the best approach to win over a strong employee seeking autonomy. The ability to adapt your communication style will make a difference.
  • Transparency – Leaders build trust through an environment where employees understand the company goals and challenges. Every individual understands the importance of their role within the company and transparent leaders helps make this connection. 5 Powerful things happen when a leader is transparent; this Forbes article shows changes a leader can make to get results.
  • Empathy– this quite possibly should have been listed first, as it is a leadership skill must for success. Acknowledging employees feelings and experiences will help them feel valued. Showing you may not be able to change things, but you hear them will build a more robust, more productive culture that every leader needs for success.
  • Body Language– How you carry yourself can undo thousands of words. Make eye contact and take control of your mouth. Know when to give a smile or grimace and convey warmth with your movements. 
  • Questioning style– Practice asking open-ended questions and how to elicit thoughtful and thorough responses. Clarify and probe when you need to. In doing so, you will get more considered answers and clarity on what is required for all to succeed. Closed questions will shut down opinions and employees feeling that they have no right t be heard.
  • Feedback– Ask for it and be prepared to act on it. If you never implement changes from feedback or are not transparent about why changes cant be made, you will lose employee faith. Let employees know you hear them and inform them of any progress you can or have made if you want them to take you seriously.

Alongside the tips above, we recommend you check out these top 5 leadership books of all time to give you even more strategies for communicating well within your business.

The Reason Leadership Is So Essential To Success

In our competitive world today, management skills are crucial to any profitable business. What is management? Management is commonly used to discuss with activities reminiscent of conducting, guiding, or directing people; initiating activity. Nonetheless, leadership can also be used to check with someone who’s a leader. How can management be utilized in so many ways and what constitutes a leader in all of these situations? The answer is contained within the realization that maybe essentially the most elementary characteristic of management, and therefore of leaders, is personal leadership.

Some individuals are born leaders while others have to acquire the skill and expertise to successfully make their mark as a leader. It is obvious that some individuals have the confidence and the charisma to make themselves role models for others to follow. These people do not require much steering in nurturing their inherent talent.

However there are scores of others for whom developing management qualities is essential to their success. Management skill coaching is of immense significance within the present day corporate world. Leadership skill training is imparted to concerned people to help them derive the utmost profit so far as buying leadership skill is concerned.

At instances it’s not very simple for new leaders to change their position from a contributor to a leader. Management skill coaching empowers an individual to place confidence in others and likewise assists him in utilizing his time fruitfully with others by grooming individuals with assistance from steerage, assist, and training.

These skills, much like keyword research, may be tough to amass, so the switchover to the status of leadership may be very demanding and at occasions unthinkable within the absence of effective steering and help.

What is personal management? It is the capacity to guide others and yourself in the path you need your life to take. The ability to outline what you want out of life and how you’ll get there is the first step in growing leadership. It is just the beginning as a result of personal leadership means “main”, “directing”, and “taking action”. It means dwelling each day to the fullest. It means growing targets that you want so badly that you simply live every day with enthusiastic ardor to your goals, yourself, and all who’re close to you. Realizing what you want out of life; understanding what success is to you; realizing what your targets are; figuring out that you will achieve those goals no matter what different folks suppose, say, or do, is the essence of non-public leadership.

Personal leadership additionally means “accountability”. It means that you have decided to use the abilities which can be distinctive to you and can develop them further to succeed in your goals. It means that you realize that you’ve got the potential to develop further. It means that you’ve got determined the course of your future-you’re the master of your life.

Management coaching additionally helps leaders who have the inherent talent in them to advance their skill and sense of judgment to transform themselves into leaders of great repute.

If you want added information with reference to leadership development programs visit Mindi B Menxter’s website.

Leadership Communication Strategies For Business Success

A great leader understands the importance of communication. Communication skills can undoubtedly be learned to make success easier. No matter how big or small your business or organisation, you need to excel at communication for the sake of your business.

Does It Matter As Long As The Job Gets Done?

In short, the answer is yes. Poor communication leads to low morale, lost sales and missed goals and that hits your bottom line. On the other hand, get communication right and you will rally teams, empower employees and build trust amongst colleagues. 

What Are Essential Skills?

  • Active Listening– hearing and understanding what is being said to you. Knowing when to speak and when to listen, ask questions and listen to what is said. Employees who feel heard, have a chance to express ideas and give feedback feel more valued, are more actively engaged, leading to higher morale and productivity. Keep your focus on the employee and eliminate any distractions. If you want to win them over, they need to know they are an essential part of the company structure.
  • Identifying your leadership style and adapting your communication style–you need to understand how employees perceive you and tailor your interactions to influence them to respond. Whilst you may feel you are an authoritative leader, this may not be the best approach to win over a strong employee seeking autonomy. The ability to adapt your communication style will make a difference.
  • Transparency – Leaders build trust through an environment where employees understand the company goals and challenges. Every individual understands the importance of their role within the company and transparent leaders helps make this connection. 5 Powerful things happen when a leader is transparent; this Forbes article shows changes a leader can make to get results.
  • Empathy– this quite possibly should have been listed first, as it is a leadership skill must for success. Acknowledging employees feelings and experiences will help them feel valued. Showing you may not be able to change things, but you hear them will build a more robust, more productive culture that every leader needs for success.
  • Body Language– How you carry yourself can undo thousands of words. Make eye contact and take control of your mouth. Know when to give a smile or grimace and convey warmth with your movements. 
  • Questioning style– Practice asking open-ended questions and how to elicit thoughtful and thorough responses. Clarify and probe when you need to. In doing so, you will get more considered answers and clarity on what is required for all to succeed. Closed questions will shut down opinions and employees feeling that they have no right t be heard.
  • Feedback– Ask for it and be prepared to act on it. If you never implement changes from feedback or are not transparent about why changes cant be made, you will lose employee faith. Let employees know you hear them and inform them of any progress you can or have made if you want them to take you seriously.

Alongside the tips above, we recommend you check out these top 5 leadership books of all time to give you even more strategies for communicating well within your business.