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Listening is one of the most active and vital skills a leader can possess Remembering personal details will help to foster a strong team spirit. Photo: Getty ‘That’s pretty basic,” a client recently said when I shared some fundamental communication principles with their team. While I understood their perspective, I gently pushed back.
The “basics”, as I’ll refer to these communication principles, are the bedrock of effective leadership. Unfortunately, they’re often dismissed by leaders who fail to practice them consistently. Neglecting them can leave people feeling unheard, unvalued, and underappreciated, which risks creating a workplace culture that’s transactional rather than compassionate.
Let’s revisit these “basics” and see how they can either strengthen or weaken a workplace depending on whether they are actively practiced or overlooked. Leaders often get caught up in their own viewpoints, directives, and pressures, forgetting to consider the experiences and needs of team members. When leaders actively practice empathy and strive to understand their team’s perspective, they foster an environment of trust and mutual respect.
Example of doing it: A manager regularly asks team members for their thoughts on decisions, genuinely considering their input. This makes employees feel valued and leads to more well-rounded decisions that benefit all the team. Example of forgetting it: A leader who always pushes their agenda without considering team input can create a culture of disengagement.
When team members feel their perspectives are not valued, they are less likely to contribute, leading to a loss of innovation and collaboration. Listening is often underestimated as a passive activity, yet it is one of the most active and vital skills a leader can possess. Effective listening involves more than just hearing words; it requires understanding, interpreting, and responding appropriately.
Doing it : A leader who maintains eye contact, nods, and paraphrases what is being said to confirm understanding demonstrates active listening. This shows team members that their voices matter. Forgetting it : A leader who is distracted, multi-tasking or interrupting during conversations, is signalling that what others have to say is not important.
This behaviour quickly erodes trust and makes workers feel undervalued. Leaders who only engage with their team on project-related matters miss out on opportunities to build deeper, more personal connections. Checking in on a personal level shows care and builds a supportive environment.
Doing it: A manager who schedules regular one-on-ones that are not solely focused on work, but also on how the employee is feeling and coping, demonstrates a commitment to their overall well-being. Forgetting it: A leader who only interacts with team members when assigning tasks or giving feedback on performance can seem detached and uncaring. This reduces employees to mere task-doers rather than seeing them as whole individuals with personal and professional needs.
Open-ended questions encourage dialogue, creativity, and engagement. They invite team members to express their thoughts and ideas freely, leading to richer conversations and innovative solutions. Doing it: Asking such questions as “What do you think would be the best approach?” or “How can we support you better in your role?” opens the door for meaningful exchanges and shows that the leader values the team’s input.
Forgetting it: A leader who only asks closed questions that can be answered with a simple “yes” or “no” stifles conversation and can inadvertently shut down further discussion. This limits the team’s ability to contribute. Knowing and remembering team members’ names and personal details, such as their family members’ names or interests, may seem trivial – but it has a profound impact on work relationships.
It shows that you see your team as individuals, not just employees. Doing it: A leader who can ask about an employee’s family or references a past conversation shows attentiveness and respect for the person beyond their role. Forgetting it: A leader who constantly forgets names or personal details, even after repeated interactions, can appear detached or uninterested.
This can make employees feel like just another cog in the machine rather than a valued team member. The words we choose and the tone we use can significantly impact how our message is received. Compassionate communication fosters a supportive atmosphere where team members feel safe and respected.
Doing it: Using language that is encouraging and constructive, even when delivering critical feedback, helps maintain morale and motivates team members. Forgetting it: A leader who uses harsh or dismissive language, even unintentionally, can create a tense or hostile environment. This can lead to resentment, decreased motivation, and higher turnover rates.
One of the most powerful and basic characteristics of positive leadership is humility. Humble leaders are willing to revisit the basics, accept feedback, and make course corrections. They understand that leadership is a continuous learning process.
When we are humble, we are willing to remind ourselves of these foundational principles. The power of “basic” communications should never be underestimated. These fundamentals are not just skills, they are the heart of effective leadership.
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