Blog

By: Krissy Fuller

We’ve all been there, despite our best efforts things just didn’t go exactly as planned for a project, presentation, sales pitch, etc.  As leaders, the team is looking to us to navigate and course correct.  It can feel like a lot of pressure at times, but that’s what we signed up for, right?  Some of us had great leaders who helped prepare us for this storm, others of us have read countless books to be prepared, and there are even some of us who are experiencing this moment for the first time and are learning in real time.  How a leader responds sets the tone for how the team will handle the next challenge, AND, how they will view their leader going forward.  

We all know that clear and effective communication from leaders is more crucial than ever.  From my experience, here are my top three strategies that can significantly enhance communication, boost your team’s productivity as well as morale. (This doesn’t just apply to situations where something has gone awry either.)

1. Asking Better Questions.

This first one might seem obvious but you’d be surprised how often it’s overlooked.  When we’re trying to solve a problem, our brains naturally wonder “WHY” something happened the way it happened.  Instead I would like you to look at the power of What, Where, When, and Who:

Instead of asking “Why didn’t this project meet the deadline?”, try:

• “What obstacles did we encounter during this project?”
• “Where in the process did we face the most challenges?”
• “When did we first notice we might miss the deadline?”
• “Who can help us streamline this process for future projects?” ** do NOT use Who as a way to place blame ie: who dropped the ball? While it may be a valid question, it won’t deliver the ultimate results you’re looking for in the long run.

These questions shift the focus from blame to problem-solving, encouraging open dialogue and team collaboration. They help identify specific issues and potential solutions, rather than dwelling on past mistakes. Remember our goal here is for growth, not justice.  Growth looks forward and builds, justice looks backwards and punishes. But more on that in a second.

Follow up Example phrases:

• “Let’s break this down. What specific steps can we take to improve our process?”
• “I’m curious to know where you think we could make the biggest impact in terms of efficiency.”

2. Give Growth-Oriented Feedback.

Feedback by itself is a HUGE topic, and one that deserves its own blog.  I’m going to do a very high level overview with the most impactful piece for managers to keep in mind.  

When meeting with your team members (whether for a debrief after a project/event/task or reviews) – focus on the future, not the past. Here’s what I mean by that. Focusing on the future frames it as an opportunity for growth rather than a judgment of past actions. This approach motivates team members to improve and innovate. 

Instead of: “Your presentation was disorganized and hard to follow.”

Try: “For your next presentation, let’s work on structuring your key points to enhance clarity. What areas do you think we could focus on?”

More example phrases:

• “Moving forward, how can we build on what worked well and address areas for improvement?”
• “I’m excited about the potential here. What steps can we take to further develop this idea?”

Do you see the differences?  

3. Share Your Perspective Before Facts: Build Trust Through Transparency.

By sharing your beliefs or concerns before presenting facts, you create a more open and honest communication environment. This approach helps team members understand your thought process and fosters trust.

Examples:

• “I believe we might be overlooking some key market trends in our strategy. I’ve noticed that our competitors are focusing heavily on sustainability, and our recent market research shows a 30% increase in consumer preference for eco-friendly products.”
• “From my perspective, it seems like we might be facing some challenges with team coordination. I’ve observed that…”
• “I have a hunch that our customer engagement could be improved. The data I’ve been looking at suggests…”

Our goal as leaders is to get the best out of our team, and to lead through the challenges on our way to success.  What strategies have you found that work best for your team?  Have you seen a decrease in challenges since incorporating said strategy?  Share below – let’s keep the conversation going!