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Authentic Leaders Communicate Directly
From:
Dr. Maynard Brusman - Emotional Intelligence & Mindful Leadership Dr. Maynard Brusman - Emotional Intelligence & Mindful Leadership
For Immediate Release:
Dateline: San Francisco , CA
Thursday, June 27, 2019

 

Communicate Directly

Inauthentic communication is the best way to lose employees' respect and trust. Dishonesty, mixed messages, inconsistency and unreliability are serious communication weaknesses. They're noticed quickly and are impossible to hide.

Employees trust leaders who speak clearly and directly. Authentic communication cannot be muddled, confusing or timid. When leaders communicate with purpose, logic, intention and emphasis, people detect authenticity. They trust leaders who cogently convey ideas and account for their audience, which maximizes connection. Speaking as directly as possible delivers the most trustworthy message. People think a leader who hedges or beats around the bush has something to hide and write off communication as inauthentic.

When leaders consistently communicate complete and timely information, people can rely on its authenticity. They know leaders are attempting to benefit everyone. When leaders hold back information for personal or political motives, employees usually discover the deception and develop distrust. Leaders solve communication problems when they recognize that people notice them and form opinions that are difficult to overturn. Seeing yourself from another person's perspective will motivate you to enhance your approach.

Authentic communication is forged from honesty. Airs and pretenses must be cast aside. Leaders become transparent when they admit to being fallible or poorly informed on a specific topic. Such authenticity is attractive, especially when leaders ask for help. Admitting mistakes reveals a vulnerability that draws people's admiration and appreciation. As Crowe points out, a leader's mask severs the connections needed for collaboration and unity.

Leaders who hold themselves accountable to their people earn respect. Making commitments means you must deliver on them. If you're open to feedback, willing to ask people about their needs, seek ideas for improvement and genuinely listen to feedback, you demonstrate authenticity. Taking action based on this input convinces people you're authentically interested in their welfare and growth.

Dr. Maynard Brusman

San Francisco Bay Area Consulting Psychologist amp; Executive Coach
Trusted Leadership Advisor

Professional Certified Coach (PCC), International Coach Federation

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Consulting Psychologist and Executive Coach
Working Resources
San Francisco, CA
415-546-1252