Communication Dynamics In Leadership

There are always situations in which you need to communicate fast and clearly. Especially in a crisis, in new situations, or when there is time pressure. The STICC protocol helps you achieve this. The STICC Protocol was developed by psychologist Gary Klein as a tool for managing the unexpected. STICC stands for: Situation, Task, Intent, Concerns, Calibrate and is a technique for productive communication about what to do when you face a new, unexpected situation. This is what it means: S - Situation = Here’s what I think we face. The leader summarizes how they see the situation, problem, or crisis at hand. T - Task = Here’s what I think we should do. The leader explains their plan for addressing the situation, problem, or crisis at hand. I - Intent = Here’s why I think this is what we should do. The leader explains the reasons why they think this is the best way of addressing the situation, problem, or crisis at hand. C - Concerns = Here’s what we should keep our eyes on. The leader mentions possible downsides or future consequences of the solution suggested to be taken into account as well. C - Calibrate = Now talk to me and give me your views. The leader asks others in the team to give their feedback and viewpoints, and especially invites them to disagree and add. This technique helps you in managing pressured situations in three ways: First, once something unexpected happens, it helps to develop appropriate responses. The five steps are aimed at discussing with a team what to do in cases that are not familiar. Through its focus on concrete action, on gathering different viewpoints, and on speed, the STICC protocol is a quick way to take appropriate action in new situations. Second, in step 4 (Concerns), you open up the discussion for further uncertainties and other changes that may follow. In this way, you mentally prepare people that there will always remain uncertainties. This helps in developing a crisis-ready mindset that is not only helpful in the current crisis, but also in the next. Third, the fact that a constructive dialogue takes place also facilitates communication and mutual learning. Even though the leader brings the suggestions here, it is the team together that comes to a solution. And while doing that, they learn together and from each other in an open and adaptive way, which helps further prepare them for future crises. My advice: use STICC whenever you have to communicate fast and clearly. === Follow me or subscribe to my Soulful Strategy newsletter for more: https://lnkd.in/e_ytzAgU #communicationtips #agile #teamexercise

🚨 The Email That Made 200 Employees Panic The subject line read: “We need to talk.” That was it. No context. No explanation. Within minutes, the office air felt heavier. You could hear chairs creak as people leaned toward each other, whispering: 👉 “Did you see the mail?” 👉 “Do you think layoffs are coming?” 👉 “Why would he say that without details?” The silence in the cafeteria was louder than usual that day. Coffee cups stayed untouched, half-filled. Some stared at their screens, pretending to work, but their fingers hesitated above the keyboard. One manager later told me it felt like “a ticking clock in the background you can’t turn off.” What was meant to be a simple one-on-one call turned into an organization-wide anxiety spiral. Productivity dipped. Trust cracked. By evening, HR’s inbox was full of panicked questions. ⸻ 💡 When I stepped in as a trainer, the leader admitted: “I just didn’t think one line could create so much fear.” And that’s the truth: Leaders often underestimate the power of their words. A vague message is like sending a flare into the sky—everyone sees it, no one knows what it means, but everyone assumes the worst. We worked together on Crisis Communication Frameworks: • Lead with clarity: “I’d like to connect regarding Project X progress this Friday.” • Add emotional context: “No concerns—just a quick alignment call.” • Close with certainty: “This will help us stay on track as a team.” The difference? Next time he wrote an email, instead of panic, his team replied with thumbs-up emojis. Calm replaced chaos. ⸻ 🎯 Learning: Leadership isn’t just about strategy—it’s about how you sound in the small moments. One vague sentence can break trust. One clear message can build it back. If your leaders are unintentionally creating chaos through unclear communication, let’s talk. Because the cost of poor communication isn’t just morale—it’s millions. ⸻ #LeadershipCommunication #CrisisCommunication #ExecutivePresence #LeadershipSkills #CommunicationMatters #Fortune500 #TopCompanies #CXOLeadership #FutureOfWork #OrganizationalExcellence #StorytellingForLeaders #LeadershipDevelopment #CorporateTraining #ProfessionalGrowth #PeopleFirstLeadership

#CEOLife #CEOTalks #Collaboration #DecisionMaking "Diversity in Opinion. Unity in Decision." This is one of the thoughts that I have been working on as a leadership style to drive good Decision Making with Collaboration. In many organizations, managers/leaders by default resort to a hierarchical way of Decision Making. In some, you just get stalled while people try to get to Consensus, which is not easy (and may not be right even). Very few teams and organizations are able to build a culture where people across levels feel free and encouraged to share their views openly but then once a decision is made demonstrate true unity even if their personal view was different. Getting this balance right is critical to get to right decisions for organizations (and not individuals) and create a collaborative culture. A few thoughts that I think are great for managers and leaders to reflect on as they try to get this balance right: - Build trust and mutual respect - you have a team with different expertise and experiences to ensure you look at an issue from multiple perspectives. So build the respect for them versus consider them as threats/challengers - Maintain focus on the Organization and the larger purpose during discussions - stop that voice in your head that tries to make views others express as a challenge to your authority or intellect! That's what they are paid to bring to the table! Stay focused on thought that your job is to get the right decision for the organization - Use the debate/discussion not so much to put your idea on the table as the boss but what the priorities (and why) are for the organization that others may not fully have visibility of. Remember your role is not necessarily to give the idea but to ensure the right idea is tabled, and selected. So remove the burden of trying to come up with the best ideas but focus on thinking through the options on merit - Closing the discussion in the right way is important and you need to ensure that why the final decision is being taken on a certain way is understood by all, and that you as a team acknowledge why done of the other options were dropped explicitly (else they will keep coming back, especially if things don't go as well!!) As a managerial/leadership team, building this culture of an open dialogue/debate but unity in the decision once taken is what perhaps differentiates great teams from others. #campustalks #careerwars #leadership #leadershipdevelopment #management #mentoring #coaching #buildingcareers

In today’s evolving workplace, fostering a culture of inclusion isn’t just a “nice to have”—it’s essential for innovation, collaboration, and belonging. Dr. Liz Wilson's 8-Inclusion Needs of All People Framework provides a comprehensive approach to fostering inclusion by addressing the fundamental needs individuals have to feel seen, heard, valued, and supported in both personal and professional environments. Grounded in intersectionality, the framework emphasizes that inclusion efforts must consider the diverse, overlapping identities of individuals to create equitable outcomes. The eight inclusion needs are: Access – Ensuring everyone can participate fully by removing physical, cultural, or systemic barriers. Space – Creating environments where individuals can authentically express themselves. Opportunity – Providing equitable chances for growth and advancement. Allowance – Recognizing and respecting the uniqueness of every person’s identity and experience. Representation – Amplifying diverse voices and ensuring all groups are visibly included. Language – Using inclusive communication that acknowledges and respects differences. Respect – Treating all individuals with dignity and fairness. Support – Offering resources and systems to empower individuals and address challenges. This framework shifts away from conventional inclusion strategies that often attempt to assimilate individuals into existing norms. Instead, it advocates for transforming organizations to embrace the full spectrum of human diversity and intersectionality, ensuring everyone can thrive collectively. Dr. Liz’s work underscores the importance of proactive, ongoing inclusion efforts tailored to these needs, offering tools and strategies to integrate these principles into everyday practices. #inclusion #belonging #leadership

"My door is always open" is the laziest leadership advice ever. You think it makes you accessible. You think it builds trust. You think people will come to you when they need help. They won't. Here's why your open door isn't working: • People still worry about "interrupting" you • They don't want to seem needy or incapable • They can't tell if you're genuinely available or just being polite • They assume you're too busy for their "small" concerns The result? Hidden problems. Silent struggles. Missed connection. Leadership isn’t about waiting for people to walk through your door — it’s about pulling them in. Here's what actually works: 1. Practice Active Promotion → Publicly recognize when someone brings up issues → Share how their feedback led to improvements → Thank people for trusting you with their concerns 2. Remove Status Barriers → Join team events → Spend time sitting with the team → Show up early to meetings for casual chat 3. Make Personal Connection Explicit → "Tell me about your weekend" isn't small talk—it's leadership → "How are you handling the workload?" shows you see them as people → Share your own struggles to model vulnerability 4. Follow Up Consistently → Remember what people tell you → Check back on issues they mentioned → Take action to show their concerns matter 5. Build Multiple Listening Channels → Walk the floor → Collect anonymous questions/feedback → Travel for site visits → Schedule "skip-level" meetings If people aren't coming to you, it's not because they don't need help. It's because you haven't made it safe enough to ask. Your job isn’t to be passively open. It’s to be actively available. Pick ONE from this list. Try it this week. Reply and tell me which one.

Leadership Is a Conversation, Not a Throne If it’s lonely at the top, it’s because you’ve built walls instead of bridges. Leadership today is no longer about sitting on a throne of decisions. It is about creating a table where conversations happen, especially the difficult ones. The best leaders I’ve worked with don’t isolate themselves. They invite others in. They listen, even when it’s uncomfortable. Especially when it’s uncomfortable. Some still argue, “Leadership isn’t a popularity contest.” True. But it is a trust-building exercise. And trust is built through engagement, not intimidation. Fear may get short-term compliance, but it kills long-term performance. It silences voices, stifles creativity, and leaves the leader with nothing but their own echo. I’ve learned that even your harshest critics can be your greatest teachers if you let them. When decisions are made through dialogue, not decree, the burden is shared. The team understands the why, not just the what. And when they understand, they commit. Yes, the final accountability still rests with the leader. But it is easier to carry when you know your team is not just behind you, but beside you. Leadership is not about being alone. It is about being in conversation, with your team, your values, and the future you are trying to build together.

Early in my career, I worked with two very different leaders within the same company. Under the first, team meetings were silent affairs where new ideas were often met with criticism. We stopped contributing. When I moved teams, my new manager actively encouraged input and acknowledged every suggestion, even the imperfect ones. Our productivity and innovation skyrocketed. This experience taught me the power of psychological safety. That feeling that you won't be punished or humiliated for speaking up with ideas, questions, or concerns. Here are three concrete ways leaders can foster psychological safety in meetings: 1. Practice "Yes, and..." thinking. Replace "That won't work because..." with "Yes, and we could address that challenge by..." This simple language shift acknowledges contributions while building on ideas rather than shutting them down. 2. Create equal airtime. Actively notice who's speaking and who isn't. Try techniques like round-robin input or asking quieter team members directly: "Alyzah, we haven't heard your perspective yet. What are your thoughts?" 3. Normalize vulnerability by modeling it. Share your own mistakes and what you learned. When leaders say "I was wrong" or "I don't know, let's figure it out together," it gives everyone permission to be imperfect. AA✨ #PsychologicalSafety #InclusiveLeadership #WorkplaceBelonging

If you're setting goals to create a more inclusive workplace in 2025, my experience may save you time, money, and unmet expectations. ✅ Quick Wins (low effort, high impact) Start with team psychological safety. Inclusion is felt most in everyday team interactions—meetings, feedback, problem-solving. 👇 Use tools like: 1. The Fearless Organization Scan to uncover blind spots and team dynamics. 2. Debrief session with an accredited facilitator to discuss results openly and set clear, actionable improvements. 3. Action plan with small shifts in behavior, like leaders modeling vulnerability, asking for input first, or establishing "speak-up norms" in meetings. These micro-actions quickly build team inclusion and unlock collaboration. 🏗️ Big Projects (high effort, high impact): To create sustainable change, invest in structural inclusion. 👇 Focus on: 1. Inclusive hiring & promotion practices: build diverse candidate pipelines and train interviewers on bias mitigation. 2. Inclusive decision-making: ensure diverse perspectives are integrated into key business decisions. 3. Inclusive leadership: train leaders to actively foster diverse perspectives, intellectual humility, and trust in their teams. Empower leaders to align inclusion with business goals and make it part of their day-to-day behavior. 🎉 Fill-ins (low effort, low impact): Awareness events (like diversity month) are great for building visibility but should educate, not just celebrate. 👇 For example: 1. Pair cultural events with workshops on how diverse values shape workplace communication. 2. Use storytelling to highlight how diverse perspectives lead to tangible business wins. 🚩 Thankless Tasks (high effort, low impact): Avoid resource-heavy initiatives with little ROI. 👇 Examples: 1. Overcomplicated dashboards: focus on 2–3 actionable metrics rather than endless reports that don’t lead to change. 2. Unstructured ERGs: without clear goals and leadership support, these often become frustrating rather than empowering. 3. One-off training programs: A two-day training on unconscious bias without follow-up or practical tools is a missed opportunity. 💡 Key Takeaways 1. Inclusion thrives where it’s felt daily—in teams and decisions. 2. Start with quick wins to build momentum and tackle big projects for systemic change. 3. Avoid symbolic efforts that consume resources without measurable outcomes. 🚀 Let’s turn inclusion into a tangible, strategic advantage that empowers your teams to thrive in 2025 and beyond. _____________________________________________ If you're new here, I’m Susanna—an accredited team psychological safety practitioner with over a decade of experience in DEI and inclusive leadership. I partner with forward-thinking companies to create inclusive, high-performing workplaces where teams thrive. 📩 DM me or visit www if you want to prioritize what truly works for your organization. 

Facilitate with finesse! Facilitating interactions, such as meetings, panels, and important conversations, is critical to success both in business and in life. Facilitation, when done well, can catalyze collaboration, increase learning, and bring people closer together. In my latest Stanford University Graduate School of Business video, you will learn the "5 P's of Effective Facilitation" that I teach my Essentials of Strategic Communication students. You can access the video via the link in the comments. Plan for Patterns: Facilitators need to rely on pattern recognition – the ability to notice the interconnected ways participants communicate. We can hone our pattern recognition by doing recon, reflection, and research in advance. We can ask ourselves: What topics are likely to come up? Is there a history to be aware of? Who likes to share and who is shy? Provide a clear Purpose: Defining and communicating our purpose -- what do we want our participants to know, keel, and do-- at the beginning of our communication helps align participants, prioritize what is said, and allows us to assess success at the end. Promise Psychological safety: Establishing and enforcing ground rules helps with this psychological safety. Setting these expectations early in the interaction or through a calendar invite in advance can help jump start interactions. Being sensitive to equity of involvement is also critical, especially when some participants may be in person and others are remote. To highlight participation equity, start conversations by referring to those who are not in the same location as you. Establish a positive Presence. By using inclusive language, we can invite participants and audience members into the conversation. Examples of inclusive phrases might be: When posing a topic: “As many of you know…” or when asking a question: “Many of us are wondering…”. You can also take a poll or invoke a shared experience everyone has previously had. Physical presence is also important for facilitation. Positioning yourself so everyone can see you and remaining open to the majority of people helps people feel involved. When gesturing, do so broadly and gesture toward the audience when you use inclusive phrases. Paraphrase ideas: Like a Swiss Army knife, paraphrasing can help you with many challenging tasks. Paraphrasing refers to taking a key concept or idea someone has said and highlighting it. Unlike a 5-year old who parrots back everything that is said, paraphrasing extracts the key essence of what is said and leverages it to solve communication conundrums. By utilizing these tools, you will be able to run better meetings, have more engaging panels, and connect better in your conversations. To learn more about honing and developing communication skills, please listen to Think Fast, Talk Smart the podcast wherever you get podcasts including YouTube. A big thank you to Kelsey Doyle and Marc Strong for producing this video.

❌ Good morning ladies and gentlemen ✅ Good morning all / people / Everyone The first one, though seemingly polite, is not inclusive—it leaves out individuals who may not identify within those categories. As leaders and managers, our words carry weight. Inclusive communication builds trust, psychological safety, and a sense of belonging in the workplace. Here are a few Do’s and Don’ts to foster inclusivity: Greetings ❌ Hey guys ✅ Hello everyone / Hi team Addressing the team ❌ He/she will handle it. ✅ They will handle it. (Use gender-neutral pronouns where appropriate.) Assumptions in conversations ❌ Let’s ask the young ones for tech help. ✅ Let’s collaborate and get everyone’s perspective. Feedback ❌ That’s too bold for someone in your position. ✅ That’s a strong idea—how can we refine it further? Small changes in language can make a big difference in creating a workplace where everyone feels seen and valued. As #leaders: Are you unintentionally using language that excludes? It’s time to reflect and make a shift. Let’s communicate with intention. What are some inclusive communication tips you’ve adopted? Share them in the comments #InclusiveLeadership #CommunicationMatters #WorkplaceCulture #LeadershipTips #AmplifyWithAarti