Business Communication Skills

We've been conditioned to believe that "good" women make themselves smaller: speak softer, apologize more, defer quicker. But being a leader isn't about shrinking to fit other people's comfort zones. It's about expanding to fill the role that your vision, expertise, and impact deserve. And yet, we still catch ourselves minimizing our contributions in meetings, hedging our statements with "I think maybe..." and literally making ourselves smaller by slouching. We've been taught to be grateful for crumbs when we should be setting the table. That's space abdication. Women: your discomfort with taking up space is someone else's comfort with you staying small. Every time you shrink, you're not just limiting yourself; you're modeling limitation for every woman watching. And trust me, they're watching. (And if you're reading this, you're watching me so I'd BETTER take up space.) Taking up space isn't about becoming aggressive or adopting masculine behaviors (though there's nothing wrong with those either, if they're authentically you). It's about showing up as the full version of yourself, with all your ideas, insights, and yes, your strong opinions intact. Here's your roadmap to claiming your rightful space: 1. Speak first in meetings. Not after you've heard everyone else's thoughts and carefully calibrated your response. Lead with your perspective, then listen and adapt. 2. Stop hedging your expertise. Replace "I'm not an expert, but..." with "In my experience..." You didn't accidentally end up in a leadership role. 3. Take up physical space. Sit forward, not back. Gesture naturally. Use your full vocal range. (I've been accused of not having an "inside voice". Oh well!) Your body language should match the size of your ideas. 4. Own your wins publicly. When someone asks how the project went, don't say "the team was amazing." Say "I'm proud of how I led the team to deliver X results." 5. Interrupt the interrupters. "Let me finish that thought" is a complete sentence. So is "I wasn't done speaking." Your leadership isn't a consolation prize or a diversity initiative. It's a business imperative. The world needs what you bring, but only if you're willing to bring all of it. #womenleaders #communication #executivepresence

The CEO hired a six-figure communications director. Three weeks later, she quit. "You want a stenographer, not a strategist." Every message becomes a committee project: Marketing for brand alignment. Legal for compliance. HR for tone. CEO for final sign-off. Weeks pass. The rumor mill moves faster than official channels. By the time employees get the sanitized version, they've already heard three different stories. But here's the real damage: Every approval layer strips out personality. Adds corporate jargon. Dilutes meaning until nobody cares. The communicator gets blamed for low engagement. While being prevented from actually communicating. The fundamental question: if you don't trust the person you hired, why did you hire them? You brought on someone with judgment to handle sensitive communication. Then built a system that prevents them from using that judgment. Companies that succeed at internal communication do something radical: They let communicators communicate. They hire someone with real judgment. Give them direct access to leadership. Empower them to move fast. The result? Messages go out when they're relevant. The tone feels human. People believe what they're reading. Trust isn't built through approval chains. It's built by empowering people to do what they were hired to do. The irony is perfect: Companies hire communication experts. Then systematically prevent them from communicating. And wonder why employee engagement suffers.

“You’re being so bossy.” I can’t tell you the amount of times my partners, many of whom were men, would tell me this after a meeting or presentation. Yet, I’d take the feedback to heart. I’d shrink myself down and quiet my voice. I bet you can guess what they said next. “You’re too … nice.” Sadly, this double standard hasn’t improved much since my days waffling between being labeled a “dragon lady” or a pushover. In my coaching practice, my clients who are women of color bring this issue up constantly. It’s a fine balancing point. Here’s my advice, for both women and men: 📣 Couple assertive body language with collaborative language. My favorite combo is the Power Pose (think Wonder Woman) while speaking clearly, and succinctly in an open, inviting way. 📣 Drop qualifiers (“maybe,” “probably,” “I think”) and permission-seeking (“excuse me,” “sorry,” “may I”) when stating a point of view or making a request. 📣 Add framing statements to prepare people for assertiveness. Here’s an example: “I’m going to express my views very directly because it’s important for me to be clear where I stand.” Ready to dig deeper into these topics? Join my email newsletter for more leadership insights. https://lnkd.in/ePKX2VC8 

Imagine for a moment: you're at the peak of your business success, but the relationships you've cultivated feel superficial, transactional, almost robotic. You've climbed the corporate ladder but are surrounded by acquaintances, not allies. The very essence of success, in business and in life, lies in the depth and authenticity of our relationships. Let's delve into why going beyond the surface in both client and employee interactions is the heart of a thriving corporate culture. In today's fast-paced world, the temptation to prioritize efficiency over empathy is real. Transactional relationships are easy; they're clear-cut, straightforward, often short-lived. A service is provided, a payment is made, and the interaction is over. But that isn't how businesses flourish or corporate cultures thrive. That model, in the long run, can be detrimental to growth and success. Dive deeper. Go beyond the signature at the bottom of a contract or the smile during a meeting. When you genuinely care about the individuals you interact with, your business transforms. Building rapport isn't about rehearsing lines or mastering sales pitches; it's about genuinely being interested in others. Asking questions, not just to tick boxes or move on to the next agenda item, but to truly understand. To see the person, not just their title or role. By doing this, you are not only showing them respect but also setting the foundation for trust and collaboration. When employees and clients feel valued, seen, and heard, they are more likely to invest deeply in their roles, to advocate for your brand, and to go that extra mile. They become champions, not just participants. In the grand tapestry of business, the threads that bind us together are made of relationships, not transactions. It's these relationships that give color, texture, and depth to our collective stories. Choose to prioritize the human aspect, and watch as your corporate culture transforms into a tapestry of rich, interconnected stories and successes. The choice is yours. Dive deep. Build true. And see the boundless possibilities unfold.

Words shape trust. I've seen brilliant teams fall apart because  of careless comments from their leader. And average groups thrive because their leaders chose their words wisely. The difference isn't in what you know. It's in how you make people feel when they  they don't. When someone brings you an idea, your first  words matter more than your final decision. When they make a mistake, your reaction becomes their story about whether it's safe to take risks. When they're struggling, your language either  builds a bridge or burns one. And the phrases that quietly erode trust? They often sound reasonable in the moment: ❌ "That's a bad idea" ❌ "We've always done it this way" ❌ "You should have known better" But they create invisible walls. People stop sharing.  Stop trusting. Stop trying. The phrases that build trust require more patience: ✅ "Help me understand your thinking" ✅ "What if we tried something different?" ✅ "Let's figure out what we can learn" But they create something beautiful:  Spaces where ideas flow freely. Where mistakes become lessons. Where people feel safe to be human. Your team isn't just listening to your words. They're learning what kind of leader you are. Every conversation is a choice. To build trust or chip away at it. To create safety or spark fear. To lift people up or shut them down. Choose wisely. The words you speak today shape the culture  you’ll be remembered for. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

Ever leave a one-to-one feeling frustrated? These phrases might be why ⬇️ One-to-ones are one of the most powerful tools in leadership. But most are wasted. Why? Because of how they’re handled. Tone, timing and especially language, make all the difference. These 8 phrases seem harmless. But they quietly shut down trust, connection, and meaningful progress. Here’s what not to say and what to say instead: ❌ “Let’s make this quick.” ✅ “I’m looking forward to our discussion.” Why: Signals the conversation isn’t important. ❌ “We’ll talk about that another time.” ✅ “Let’s dig into that now if we can.” Why: Avoids addressing important topics. ❌ “I don’t have any updates.” ✅ “Here’s what I’m working on and thinking about.” Why: Wastes the opportunity for real connection. ❌ “Everything’s fine.” ✅ “Here’s what’s going well and what could be better.” Why: Shuts down meaningful conversation. ❌ “It’s not really a big deal.” ✅ “Tell me more I want to understand.” Why: Minimises team member concerns. ❌ “Just keep doing what you’re doing.” ✅ “Here’s where you’re doing great and where you can grow.” Why: Gives no growth-focused feedback. ❌ “Why didn’t you tell me sooner?” ✅ “I appreciate you bringing this up now.” Why: Blames instead of opening communication. ❌ “We don’t need to meet regularly.” ✅ “Regular check-ins help us stay aligned.” Why: Consistency builds trust and performance. These swaps seem small, but they create space. Space for honesty. For clarity and connection. When team members feel genuinely heard, they’re more likely to open up. You’ll learn what’s really going on, not just the polished surface updates. You’ll uncover blockers before they become bigger issues. And you’ll build the kind of trust that makes people stay, grow, and thrive. One-to-ones aren’t just about performance, they’re about people. The words you choose either invite someone in or shut them down. A single phrase can shift the tone from cold and transactional to warm and human. And that’s what great leadership is about... Not saying more, just saying it better. Not moving faster, just listening deeper. Not being perfect, just being present. Because when people feel safe to speak, they do their best work. Not out of fear. But out of trust. 🧠 Remember; your team doesn’t need a manager who rushes. They need a leader who listens. What’s one thing you wish more leaders said in one-to-ones? Drop it in the comments below ⬇️ ------------------------- For more valuable content, follow me, Sean McPheat and then hit the 🔔 button to stay updated on my future posts. ♻️ Repost to help others in your network. 📄 Download a high-res PDF of this & 250 other infographics at: https://lnkd.in/eWPjAjV7

One bad conversation can stall a deal.  (Let's fix that.) Here's the trap even the best can fall into: ✅ You said, “Can I get 15 minutes?” ❌ They heard, “You’re just a name on my calendar.” ✅ You said, “Here’s our pricing page.” ❌ They heard, “You’d better be ready to commit.” ✅ You said, “Do you have any questions?” ❌ They heard, “I’m done talking, it's your turn to buy.” In client development, tone is strategy. And the difference between pressure and partnership? Just a few words. Because the real challenge isn’t getting time  with a client. It’s making that time count. Here are 12 proven phrases to build trust  (without sounding like a sales rep): 1. “How have things been going with [X]?” → Feels personal, not transactional. 2. “What’s your thinking around [this topic] these days?” → Opens a door, not a pitch. 3. “What would success look like if everything went right?” → Focuses on their goals, not gaps. 4. “What’s one thing you’d love to improve in 90 days?” → Specific, hopeful, and actionable. 5. “What feels risky or fuzzy about this?” → Makes doubt safe to share. 6. “Want to sketch some options together?” → Co-creates instead of prescribes. 7. “Want me to mock up a few paths forward?” → Shows flexibility, not a fixed pitch. 8. “Want to hear how others tackled this?” → Adds value, zero pressure. 9. “What would need to shift to make this a priority?” → Respects their timeline, invites partnership. 10. “Would a custom version be more helpful?” → Tailors the next step to them. 11. “Great point, can we unpack that together?” → Builds trust through collaboration. 12. “What’s the best way I can support you right now?” → Puts their needs first, signals partnership. These phrases do more than sound better. They feel better. Because they reflect how great BD actually works: 👉 With empathy 👉 With curiosity 👉 With clients, not at them Try one this week. It could turn a stalled deal into a deep conversation. Which one will you lead with? ♻️ Valuable? Repost to help someone in your network. 📌 Follow Mo Bunnell for client-growth strategies that don’t feel like selling. Want the full infographic? Sign up here: https://lnkd.in/e3qRVJRf 

It’s not one big mistake that kills trust… It’s your tiny daily habits. Most successful leaders know: relationships rarely fall apart because of one big incident. It’s the small, daily habits in how we speak that quietly erode trust over time. (Join Justin Bateh and me for more about how to recognize the hidden signals that erode trust on Aug 26th: https://lnkd.in/gvwchpk9) Research shows that these seemingly minor behaviors have a huge impact on how others perceive your leadership: 1. The Interrupter ❌ Cutting others off sends the message, “My ideas matter more than yours.” Even well-intentioned interruptions can chip away at psychological safety. 2. The Dismisser ❌ Phrases like “That’s not important right now” or “Let’s move on,” and dismissive body language (eye rolls, checking your phone) make people feel unheard. 3. The Credibility Underminer ❌ Constantly saying “kind of,” “maybe,” or “I think” leaves you sounding uncertain, even when you’re not. 4. The Non-Listener ❌ Not following up or paraphrasing responses shows disinterest. When you pass up a chance to say, “Tell me more,” you miss a moment to build connection. 5. The Inconsistent Gazer ❌ Erratic eye contact creates subtle discomfort. People wonder if you’re hiding something—or not fully present. As a coach to women executives, I often see these patterns affect female leaders more. Many of us were raised to be “nice” rather than direct, which can unintentionally undercut our authority. The upside? Small changes make a big difference: ✅ Stop and focus on what they other person feels is important right now ✅ Instead of interrupting, take a breath and let them finish ✅ Say what you want to say (and skip the qualifiers) ✅ Ask one qualifying question before moving on ✅ Practice keeping eye contact for 3 seconds Trust isn’t built on grand gestures, but on consistent, respectful communication. P.S. What habits have you noticed in your workplace? (I’ve been guilty of being an Interrupter and a Dismisser due to rushing) ♻️ Repost to help others build trust through conversation Follow me, Jill Avey for more leadership insights Research: Academy of Management Review https://lnkd.in/g-wxFvzr

The 2-second tweak to 𝗳𝗶𝘅 𝘁𝗼𝘂𝗴𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 (from “why” to “how”) Great leaders ask great questions. But even the best intentions can backfire when a simple “why” question triggers defensiveness instead of solutions. Chris Voss, the former FBI hostage negotiator, teaches us a powerful truth: “𝗵𝗼𝘄” 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘂𝗻𝗹𝗼𝗰𝗸 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝘄𝗵𝗶𝗹𝗲 “𝘄𝗵𝘆” 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗰𝗮𝗻 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗮𝗻 𝗮𝘁𝘁𝗮𝗰𝗸. Asking “why” may sound innocent, but it often puts people on the defensive —especially in tough conversations. By flipping your “why” into a “how,” you create room for trust, problem-solving, and shared ownership. Here are 10 common “why” questions leaders should 𝗿𝗲𝗳𝗿𝗮𝗺𝗲 𝘁𝗼 “𝗵𝗼𝘄” 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: ----- Instead of: “Why isn’t this project done yet?” Ask: “How can we clear obstacles to move this project forward?” This shifts the focus from blame to solutions. ----- Instead of: “Why aren’t you motivated?” Ask: “How can I help you feel more engaged in your work?” Builds empathy and trust. ----- Instead of: “Why do you think this isn’t working?” Ask: “How can we adapt this approach to make it more effective?” Inspires creative thinking and collaboration. ----- Instead of: “Why did you choose that approach?” Ask: “How did you decide on this approach, and what are the key factors driving it?” This encourages explanation without putting the other person on the defensive. ----- Instead of: “Why didn’t you tell me sooner?” Ask: “How can we improve communication moving forward?” This opens the door for constructive feedback instead of defensiveness. ----- Instead of: “Why are team members disengaged?” Ask: “How can we create an environment where the team feels more connected and engaged?” This shifts the conversation to actionable steps rather than just diagnosing problems. ----- Instead of: “Why aren’t you hitting your targets?” Ask: “How can we work together to get you closer to your targets?” This communicates support and shared accountability. ----- Instead of: “Why is this taking so long?” Ask: “How can we work together to get this back on track?” “How” conveys partnership and reduces the pressure of feeling judged. ----- Instead of: “Why do we always run into this issue?” Ask: “How can we address the root cause of this problem?” Shifts from frustration to actionable problem-solving. ----- Instead of: “Why didn’t this go as planned?” Ask: “How can we adjust our process to prevent this in the future?” Encourages learning and improvement over assigning blame. ----- The key takeaway: Leadership conversations should empower, not interrogate. Reframing “why” as “how” changes the tone from critical to constructive, fostering trust and solutions. ---- 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: Which reframing resonates with you most? Share your thoughts below ⤵ ---- ♻️ Repost and share these leadership tips ➕ Follow me, Ashley V., for more 📲 Book an anonymous coaching session

The way we talk about people reflects how we think about them and ultimately treat them. And it’s our actions during challenging times that say the most. After reading “Everybody’s Replaceable” and watching the latest wave of CEO posts about AI replacing people, I felt it was time to offer a counter perspective. When someone says “replaceable,” I hear “transactional.” And when we turn people into transactions, we lose the one thing that makes teams and companies strong: trust. I’m not naive about what’s coming. Work is changing. AI is moving into every department and division. Roles will evolve. Others will disappear. But when we started Boldr, our team members had a choice. They chose Boldr. They chose to build their careers here. That choice comes with responsibility. It’s why we’ve embedded AI adoption into our performance reviews. Why we’re rolling out AI training across the company. Why I’m meeting with our Team Captains to hear how they’re feeling and learning from them about how AI can serve their teams (and not just be a mandate). At Boldr, we’ve been building something different. We didn’t grow by burning through people or calling them “FTEs,” “resources,” or “agents.” We call them what they are: team members. People who feel seen. Who are valued. Who stick around. Because if you can’t invest in your team when times are good, how can you expect them to invest in you when things get hard? #PeopleFirst #EthicalOutsourcing #Boldr