Listening and nonverbal communication form the foundations of communication. But to go further, a leader must know how to adapt their language, establish transparency, and encourage feedback.
These three levers are essential to transform communication into a true strategic tool.
Adapting Language to the Audience
A good leader knows that the same message must be adapted depending on the audience. You don’t address a frontline worker, a professional, or an executive in the same way.
The level of detail, the vocabulary, and the examples must be adjusted so the message is understood and accepted. If you fail to do so, communication becomes difficult, and the message won’t be heard because you won’t have connected properly with your audience.
The PCM (Process Communication Model) illustrates this principle well. It identifies six profiles of communicators:
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Empathizer: motivated by recognition and acceptance.
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Thinker: logical, structured, motivated by recognition of their work.
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Persister: engaged, values-driven, and conviction-centered.
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Imaginer: calm, reflective, needs solitude and clear structure.
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Promoter: action-oriented, motivated by challenge and excitement.
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Rebel (Energizer): creative, spontaneous, seeks fun and interactions.
Recognizing the dominant profile of your team members allows you to better connect with them and strengthen the bond of trust.
Practical exercise: Try identifying your own preferred communication style and that of the people around you. It’s a good starting point for improving your communication skills.
Transparency and Trust as Drivers
Trust is the first pillar of a high-performing team. And trust is born from transparent communication.
A leader who acknowledges their limits and calls upon the expertise of their employees sends a powerful message: “I don’t have all the answers, but together, we will find them.”
This posture of humility reinforces engagement and motivation across the team.
Good communication allows team members to feel heard and valued. By being an accessible leader and encouraging the exchange of ideas, a manager creates a workplace where people are engaged in reflection processes, which fosters innovation. Employees who feel listened to are more likely to contribute actively and propose creative solutions.
The Challenges of Collaborative Listening
Beware, however: some employees may interpret openness as weakness and test your authority.
To avoid this:
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Clearly explain your expectations from the start.
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Maintain a firm yet respectful posture.
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Encourage disagreements expressed constructively, but refuse gossip or personal attacks.
The key is finding the balance between openness and firmness.
If you need to have a potentially explosive conversation with an employee who isn’t meeting expectations, it’s important to meet the person privately, away from the group, to find a solution. If you’re not comfortable, you can always ask your superior or HR for support. But the discussion must happen quickly to prevent escalation.
By being proactive in managing deviations early on, you show the seriousness of your approach and embrace your role as a leader who sets the standard for behavior within the team. You’ll earn trust, credibility, and recognition in your position.
The Art of Feedback
Feedback is often seen as a difficult exercise, but it’s essential.
An effective leader:
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Gives clear and caring feedback,
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Knows how to accept criticism to improve,
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Encourages a culture where feedback is normalized.
When team members dare to give and receive constructive feedback, it opens the door to continuous improvement and innovation.
Practical example: Creating a feedback culture
In one team, I remember setting up a weekly ritual: each person had to share one positive point they observed in a colleague, followed by one area for improvement.
At first, it was uncomfortable. But very quickly, it created an atmosphere of honesty and solidarity. Employees felt valued and took the feedback as growth opportunities.
Conclusion
Adapting language, establishing transparency, and encouraging feedback are the three levers that transform communication into a tool for lasting performance.
A leader who masters these dimensions doesn’t just deliver a message: they inspire trust, engage their collaborators, and create a culture of continuous improvement.
The key is simple: talk less to impose, and communicate more to connect.
Discover How to Delegate Better in 5 Steps
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If you’re ready to transform your leadership style and build a more engaged and high-performing team, I’m here to support you.
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Carl-Michael Tessier, M.Sc., MBA
Coach in high-performance team development and tailored leadership support
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