Improve Corporate Communication with Your Leaders

Many company leaders became leaders because they started a business. One that grew. One that made it so that they were leading several dozen or several hundred people.

Most leaders, however, usually don’t become leaders without good communication skills.

But there are always exceptions.

If you feel your corporate leadership team – or even the president herself – could use a brush up in Communication 101, read below for our tips on how you can help your executive better communicate with team members.

  • Make it easy for your leaders to talk to staff members. Ask them to announce the employee of the month. Ask them to hold quarterly strategy and goal meetings with employees. Encourage leaders to recognize quality work. Doing these small things make the process and action of talking to people a positive and pleasant one. All of us want more positive experiences. Same with the boss.
  • Offer the leader the chance to practice or rehearse. See if you can hold the practice in the same place where the executive will give his or her speech or presentation. Provide constructive feedback (see below on a great tip for giving honest feedback).
  • If your leader asks you for honest feedback after he makes a presentation, give it to him. That’s right, give him honesty. Always praising someone for poor performance just because you’re afraid to say the truth does no one any good. When giving an honest assessments and your assessment isn’t going to be very – or at all – positive. Use the “Oreo” technique: start your critique with something positive about the presentation, mention the area for improvement, then end the critique with something positive.
  • Many leaders and successful individuals got that way because they came up with a plan and forged processes – steps, if you well – for how to get there. The same goes for helping your leader become a better communicator: provide him or her with a process. In a nutshell, this process could be: a) focus on your key stakeholders, b) develop your messages, c) repeat your messages regularly in all directions, d) get feedback and, e) repeat.

Are you a department supervisor or human resources manager at an Inland Valley company who’s communicated with company leadership about the need to recruit individuals for temporary, temp-to-hire or direct-hire opportunities at your firm? If so, the recruiters here at Arrow Staffing are waiting for your call and eager to hear how we may be of service!

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