Tag Communication

Igniting the Spark: How Great Leaders Keep Their People Motivated

Steve Keating Leave a comment

People are naturally motivated!

At some point in most leadership presentations I do, the topic of motivation comes up. I am quick to point out that basic fact that people begin life totally motivated. If you don’t believe that, I challenge you to keep up with a few 4-year-olds for a day. They are highly motivated, although I know little about what motivates them, they are excited to be doing almost everything.

But life takes its toll on even the most motivated people. “Stuff” happens that makes us question why we do what we do. We begin to wonder if there is any point to “giving it our all” when it feels like we don’t get much in return.

That doesn’t make us bad people; it just shows we are human. While a 4-year-old might not need a reason to be motivated, adults absolutely do need a reason. We need a reason to keep going when life is laughing at our plans. We need someone or something to counteract the beatdown that living can sometimes give us.

So when leaders tell me their people are unmotivated, I remind them that they weren’t always that way. At some point in their life, they were highly motivated. Until life got ahold of them. Maybe “life” included dead-end jobs, bad bosses, relationships gone wrong, or just a run of bad luck. Whatever their life was made of, it robbed them of an essential ingredient of success—motivation.

Motivation isn’t a one-time injection; it’s a living, breathing component of a thriving workplace that requires consistent care and attention. A truly great leader understands that their primary job is not just to manage tasks but to inspire people.

So, how can you, as a leader, consistently fuel the passion and drive of your team? It starts with looking beyond the paycheck and connecting with what truly drives human behavior: autonomy, mastery, and purpose.

Here are four core strategies you can implement today to help your people stay motivated and engaged.

Connect Their Work to a Larger Purpose

Many people feel like small cogs in a large machine. They perform tasks without truly understanding how their efforts contribute to the bigger picture. This can be a huge motivation killer.

The Leader’s Action:

Communicate the “Why”: Regularly articulate the company’s mission and vision, and, more importantly, explicitly show how your team’s daily work directly impacts that mission. Turn routine tasks into meaningful contributions.

Share Success Stories: Don’t just celebrate project completion; celebrate the impact of the work. Did a new product feature save customers time? Did a marketing campaign lead to a new charitable partnership? Connect their output to a positive result.

Empower Them with Autonomy and Ownership

Micromanagement is the quickest way to extinguish an employee’s internal fire. People are naturally more motivated when they have control over their work and feel trusted to make decisions.

The Leader’s Action:

Delegate Authority, Not Just Tasks: Give employees ownership over projects and let them decide how to achieve the desired outcome. Focus on setting clear goals (the “what”) and deadlines, then step back and let them use their expertise.

Encourage calculated risk-taking: Create a psychologically safe environment where making a mistake is viewed as a learning opportunity, not a career-limiting event. This encourages innovation and proactive problem-solving.

Invest in Their Growth and Upskilling

Stagnation breeds boredom. High-performing individuals are driven by a desire to get better at what they do and to continually acquire new skills. As a leader, you are their gateway to professional development.

The Leader’s Action:

Provide Growth Opportunities: Offer training, workshops, and mentorship. Even better, offer “stretch assignments” that challenge them to move beyond their comfort zone and develop new competencies.

Tailor Development Plans: Don’t use a one-size-fits-all approach. Take the time during regular one-on-one meetings to discuss their long-term career aspirations and align their current work or training opportunities with those goals.

Practice Consistent, Authentic Recognition

While big bonuses are nice, consistent, specific, and sincere recognition often has a more profound and lasting impact on motivation. People need to know their efforts are seen and valued.

The Leader’s Action:

Be Specific with Praise: Instead of a generic “Good job,” try, “The way you handled that client’s objection in the meeting was excellent—it showed great composure and saved the deal.” Specificity shows you were paying attention.

Acknowledge Effort and Results: Recognize the effort put into a difficult task, even if the result wasn’t perfect. This encourages persistence. When the results are stellar, celebrate them in a way that aligns with the individual (some prefer a public shout-out; others a private note).

Simply Say “Thank You”: A sincere, personalized expression of gratitude is one of the most underutilized, yet powerful, tools in a leader’s toolbox.

Ultimately, motivation isn’t something you give to your people; it’s something you bring out of them by designing an environment where they feel respected, challenged, and connected to something greater than themselves. Step up, be present, and watch your motivated team achieve extraordinary things.

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How to Evaluate Yourself as a Leader: A Practical Guide to Self-Assessment

Steve Keating Leave a comment

Leadership is a never-ending journey of growth. It requires self-awareness, adaptability, and a commitment to continuous improvement. That’s why evaluating yourself as a leader is so crucial to your long-term success. Self-evaluation is a powerful way to identify your strengths, uncover areas for development, and ensure you’re effectively guiding your team toward success. In this post, we’ll look at practical steps to assess your leadership skills, reflect on your impact, and set a course for growth.

Why Self-Evaluation Matters for Leaders

Self-evaluation is more than just a personal check-in; it’s a proactive step to align your actions with your values and goals. By regularly assessing your leadership, you can:

• Gain Clarity: Understand how your behaviors and decisions impact your team.

• Build Trust: Demonstrate accountability by recognizing and addressing your weaknesses.

• Drive Growth: Identify opportunities to enhance your skills and leadership style.

• Inspire Others: Model self-reflection, encouraging your team to grow alongside you.

Let’s dive into a step-by-step guide to evaluating yourself as a leader.

Step 1: Define Your Leadership Values and Goals

Before you can evaluate your performance, you need a clear benchmark. Start by reflecting on your core leadership values and goals:

• What kind of leader do you want to be? Are you aiming to be collaborative, decisive, empathetic, or innovative? Perhaps all of the above? Write down 3-5 core values that define your leadership philosophy.

• What are your goals? Consider both short-term objectives (e.g., improving team communication) and long-term aspirations (e.g., fostering a culture of innovation).

• How do these align with your organization’s mission? Ensure your personal leadership goals support the broader vision of your team or company.

Action Tip: Create a “Leadership Mission Statement” that encapsulates your values and goals. For example: “I strive to lead with empathy and clarity, empowering my team to achieve excellence while fostering a culture of trust and collaboration.” Post your mission statement where others can see it. That will help create accountability and build a bridge to step 2.

Step 2: Seek Feedback from Others

Self-evaluation is incomplete without external perspectives. Others can provide insights into how your leadership is perceived and its impact on the team. Here’s how to gather meaningful feedback:

• Ask for 360-degree feedback: Collect input from peers, direct reports, and supervisors. Use anonymous surveys or one-on-one conversations to encourage honesty.

• Ask specific questions: Instead of vague prompts like “How am I doing?”, ask targeted questions such as:

• “What’s one thing I do well as a leader?”

• “What’s one area where I could improve my support for the team?”

• Listen without defensiveness: Approach feedback with an open mind, focusing on growth rather than justification.

Action Tip: Use a tool like Google Forms or a platform like SurveyMonkey to create a simple, anonymous feedback survey. Schedule follow-up discussions with your team to clarify feedback and show your commitment to acting on it.

Step 3: Assess Your Emotional Intelligence (EQ)

I’m really close to saying that EQ is even more important for a leader than IQ. That’s because emotional intelligence is a cornerstone of effective leadership. It involves self-awareness, self-regulation, empathy, and relationship management. To evaluate your EQ:

• Self-Awareness: Reflect on how well you understand your emotions and their impact on your decisions. Do you recognize when stress or frustration affects your leadership?

• Self-Regulation: Consider how you handle challenges. Do you stay calm under pressure, or do you react impulsively?

• Empathy: Ask yourself how well you understand and respond to your team’s needs. Do you actively listen and show genuine care for their perspectives?

• Relationship Management: Evaluate your ability to build trust, resolve conflicts, and inspire collaboration.

Action Tip: Take an online EQ assessment, such as the Emotional Intelligence Appraisal by TalentSmart, or journal about a recent leadership challenge to analyze how your emotions influenced your actions.

Step 4: Review Your Decision-Making and Results

Leadership is often judged by outcomes. Evaluate your decision-making process and the results of your leadership:

• Decision-Making Process: Are your decisions informed, inclusive, and aligned with your values? Do you seek different perspectives before acting?

• Impact on Team Performance: Look at measurable outcomes, such as team productivity, morale, or project success. Have your actions led to positive results?

• Adaptability: Reflect on how you handle change or uncertainty. Do you pivot effectively when faced with challenges?

Action Tip: Review a recent project or initiative you led. Write down what went well, what didn’t, and one decision you would approach differently next time. Use this to identify patterns in your leadership style.

Step 5: Evaluate Your Communication Skills

Effective communication is critical for leadership success. Assess how well you convey ideas, listen, and encourage open dialogue.

• Clarity: Do you articulate goals and expectations clearly? Are your instructions easy to understand?

• Active Listening: Do you genuinely listen to your team’s ideas and concerns, or do you dominate conversations?

• Feedback Delivery: Are you constructive and specific when providing feedback? Do you balance praise with areas for improvement?

Action Tip: Record a team meeting (with permission) or ask a trusted colleague to observe your communication style. Note areas where you excel or could improve, such as body language or tone.

Step 6: Reflect on Your Team’s Growth and Engagement

A leader’s success is tied to their team’s growth and motivation. Evaluate how you are fostering a positive and productive environment:

• Team Development: Are you providing opportunities for your team to learn and grow? Do you delegate effectively to build their skills?

• Engagement: Are team members motivated and committed? Do they feel valued and empowered?

• Culture: What kind of culture are you creating? Is it inclusive, collaborative, and aligned with your values?

Action Tip: Conduct a “stay interview” with team members to understand what keeps them engaged and what could improve their experience. Use their insights to assess your impact as a leader.

Step 7: Set Goals for Improvement

Self-evaluation is only effective if it leads to action. Based on your reflections and feedback, identify 1-3 areas for improvement and create a plan:

• Be Specific: Instead of “I’ll be a better communicator,” aim for “I’ll practice active listening by summarizing team members’ points in meetings.”

• Set Measurable Goals: For example, “I will implement monthly one-on-one check-ins with my team to improve engagement.”

• Seek Resources: Consider leadership training, books (e.g., The Five Dysfunctions of a Team by Patrick Lencioni), or a mentor to support your growth.

Action Tip: Create a 30-60-90-day plan outlining specific actions you will take to improve. Review your progress regularly to stay accountable.

Step 8: Make Self-Evaluation a Habit

Leadership evaluation isn’t a one-time task—it’s an ongoing practice. Build self-reflection into your routine:

• Daily Reflection: Spend 5 minutes at the end of each day journaling about a leadership moment—what went well and what could be better.

• Monthly Check-Ins: Revisit your leadership mission statement and goals to ensure you’re on track.

• Annual Deep Dive: Conduct a comprehensive self-assessment, including 360-degree feedback, to measure your growth over time.

Action Tip: Use a journal or app like Evernote to track your reflections and progress. Set calendar reminders for monthly and annual check-ins.

Final Thoughts

Evaluating yourself as a leader requires honesty, humility, and a commitment to growth. By defining your values, seeking feedback, assessing your emotional intelligence, and reflecting on your impact, you can gain a clear picture of your strengths and areas for improvement.

The goal isn’t perfection but progress—each step you take toward becoming a better leader inspires your team and drives meaningful results. As you become a more effective leader, your team becomes more effective as well. And never forget, not even for a moment, that your leadership is not about you; it’s ALL about the people you lead.

So, take the first step today: carve out 15 minutes to reflect on one aspect of your leadership, such as how you handled a recent challenge. Then, commit to one small action to improve. Your team—and your future self—will thank you for it.

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How Listening Leads to Success

Steve Keating Leave a comment

We live in a world with constant noise—social media notifications, endless meetings, and the pressure to always have something to say—that makes it easy to overlook the quiet power of listening.

Yet, time and again, the most successful people across industries, from entrepreneurs to artists to leaders, credit one skill above others: the ability to truly listen. Listening isn’t just hearing words; it’s an active, intentional practice that unlocks opportunities, creates connections, and drives meaningful progress. Here’s why mastering the art of listening can pave your path to success.

1. Listening Builds Stronger Relationships

Success rarely happens in isolation. Whether you’re leading a team, negotiating a deal, or nurturing personal connections, relationships are the foundation of achievement. Active listening—paying full attention, asking thoughtful questions, and showing genuine interest—creates trust and respect.

When you listen to understand rather than to respond, people feel valued. A study from Harvard Business Review found that leaders who practice empathetic listening foster higher levels of loyalty and engagement in their teams. For example, a manager who listens to an employee’s concerns about workload doesn’t just solve a problem—they build a bond that inspires that employee to go the extra mile. Strong relationships, rooted in listening, open doors to collaboration, mentorship, and opportunities that propel you forward.

2. Listening Sparks Innovation

The best ideas often come from unexpected places, but you’ll miss them if you’re too busy talking. Listening to customers, colleagues, or even critics can uncover insights that fuel innovation. Take Steve Jobs, who famously listened to user feedback about clunky MP3 players in the early 2000s. That input, combined with his team’s creativity, led to the iPod—a product that revolutionized the music industry.

Listening doesn’t mean blindly following every suggestion. It means absorbing different perspectives, identifying patterns, and converting them into something new. Entrepreneurs who listen to their market’s pain points can create solutions that resonate. Artists who listen to their audience’s emotions can craft work that moves people. Success often comes from hearing what others might overlook.

3. Listening Sharpens Decision-Making

Decisions shape outcomes, and good decisions require good information. Listening—whether to data, expert advice, or the nuances of a conversation—gives you the clarity to choose wisely. A 2023 study by McKinsey found that executives who actively seek out and listen to diverse viewpoints make more effective strategic decisions, avoiding costly missteps.

Consider a scenario: a CEO is deciding whether to launch a new product. By listening to their team’s concerns about market readiness and customer feedback from early testing, they pivot to refine the product first. That choice, informed by listening, saves millions and builds a stronger launch. Listening helps you gather the full picture, reducing blind spots and boosting confidence in your choices.

4. Listening Cultivates Empathy

Empathy is a superpower in today’s world. It’s the ability to understand and share the feelings of others, and it starts with listening. Empathetic leaders, salespeople, and creators succeed because they connect on a human level. When you listen to someone’s story—whether it’s a client’s frustration or a friend’s dream—you gain insight into what drives them. That understanding allows you to tailor your approach, whether you’re closing a sale or inspiring a team.

Oprah Winfrey, one of the most successful media moguls, often credits her listening skills for her ability to connect with millions. By listening deeply to her guests and audience, she created a platform that resonated globally. Empathy through listening builds loyalty and influence, key ingredients for lasting success.

5. Listening Fuels Personal Growth

Success isn’t just about external achievements; it’s about becoming the best version of yourself. Listening—to mentors, critics, or even your own intuition—drives personal growth. Feedback, even when it stings, is a gift if you’re willing to hear it. A 2024 study in the Journal of Applied Psychology showed that individuals who actively seek and listen to constructive feedback are more likely to improve their performance over time.

Listening also means being present with yourself. Taking time to reflect on your experiences, values, and goals helps you align your actions with your vision of success. Meditation, journaling, or simply sitting in silence can be forms of listening to your inner voice, guiding you toward better choices.

How to Become a Better Listener

Listening is a skill you can hone. Here are practical steps to make it second nature:

Be Present: Put away distractions. Silence your phone, maintain eye contact, and focus fully on the speaker.

Ask Questions: Show curiosity by asking open-ended questions like, “Can you tell me more?” or “What do you mean by that?”

Pause Before Responding: Take a moment to process what you’ve heard before jumping in. This shows respect and helps you respond thoughtfully.

Practice Empathy: Try to understand the speaker’s emotions, not just their words. Reflect back what you hear: “It sounds like you’re feeling frustrated because…”

Seek Feedback: Ask trusted peers or mentors how you can improve your listening skills. Then, listen to their advice.

The Ripple Effect of Listening

Listening isn’t a passive act—it’s a catalyst. It transforms conversations, relationships, and outcomes. When you listen, you signal to others that their ideas matter, which inspires them to share more. You gain insights that spark creativity, make smarter decisions, and grow as a person. From boardrooms to creative studios to personal relationships, the ability to listen sets you apart in a world that is often too loud to hear.

Success isn’t about having the loudest voice; it’s about having the sharpest ears. Start listening today, and watch how it opens doors you never knew existed.

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Developing Positive Human Interactions

Steve Keating Leave a comment

I’m pretty certain there is no such thing as a neutral human interaction. Every time, every single time, we interact with another human being, we leave them feeling either better about themselves or worse. They do the same for, or to, us.

Sometimes it’s a lot better or a lot worse, but most of the time it’s just a little. Very often it’s so little that it’s almost imperceptible. But it’s there. It’s a feeling; after we talk with someone, we feel a little less stress, a tiny bit happier, or a tiny bit more stress or anxious.

But we don’t feel exactly the same as we did before the interaction.

And the interaction doesn’t even have to be a full-fledged conversation; it can simply be a smile, frown, or some kind of gesture. It can be a simple acknowledgment of their presence or intentionally ignoring them.

But if you’re like me, I’ll bet you seldom, if ever, ask yourself what kind of impact you want to have on someone after they interact with you.

If you want to make a positive impact and help others walk away from interactions with you feeling better about themselves, it’s all about intentionality, empathy, and authenticity. Here’s a guide to creating those feel-good moments that linger long after the interaction or conversation ends.

1. Listen Actively and Fully

Nothing makes someone feel valued like being truly heard. Active listening goes beyond nodding along—it’s about engaging with what they’re saying without planning your response while they’re talking.

How to do it: Maintain eye contact (without staring), nod to show understanding, and ask follow-up questions that dig deeper into their thoughts. For example, if someone shares a story about a tough day, say, “That sounds really challenging—how did you handle it?” This shows you are invested in their experience.

Why it works: When people feel heard, they feel validated, which boosts their sense of worth.

2. Offer Genuine Compliments

A sincere compliment can light up someone’s day, but it has to be specific and authentic. Generic praise like “You’re great” doesn’t hit the same as noticing something unique.

How to do it: Pay attention to what stands out about them. Maybe it’s their creativity in solving a problem or the way they always make others laugh. Say something like, “I really admire how you always find a way to make everyone feel included.” Be specific and tie it to something they’ve done or who they are.

Why it works: Genuine compliments affirm someone’s strengths, reinforcing their positive self-image.

3. Practice Empathy, Not Judgment

Empathy is the ability to step into someone else’s shoes and understand their feelings without criticism. When people feel judged, they shrink; when they feel understood, they grow.

How to do it: If someone shares a struggle, resist the urge to offer quick fixes or comparisons like, “Oh, I’ve had it worse.” Instead, validate their emotions with phrases like, “I can see why you’d feel that way—that sounds really tough.” Even if you don’t fully relate, show you’re trying to understand.

Why it works: Empathy creates a safe space where people feel accepted, which naturally boosts their confidence.

4. Encourage Their Strengths

Sometimes, people don’t see their own potential as clearly as others do. Pointing out their strengths or encouraging them to lean into their talents can be a game changer.

How to do it: If you notice someone excels at something, let them know and encourage them to keep going. For example, “You have such a knack for explaining complex ideas—I bet you’d be amazing at teaching or presenting.” Offer to support them, like brainstorming ideas or connecting them with opportunities.

Why it works: Highlighting strengths helps people recognize their value and inspires them to pursue their passions.

5. Be Present and Positive

Your energy is contagious. If you’re distracted or negative, it can drag others down. Being fully present and bringing a positive vibe can make someone feel like they matter.

How to do it: Put away distractions like your phone, and focus on the moment. Share a smile, a laugh, or an optimistic perspective. Even small gestures, like saying, “I’m really glad we got to catch up,” can leave them feeling appreciated.

Why it works: Positivity is uplifting, and being present signals that they are worth your time.

6. Avoid One-Upmanship

It’s tempting to share your own stories or achievements when someone else is talking, but this can unintentionally make them feel overshadowed. Keep the focus on them.

How to do it: If they share an accomplishment, celebrate it without pivoting to your own. Instead of, “That’s awesome; I did something similar last year,” try, “That’s incredible! Tell me more about how you pulled that off.” Let them shine.

Why it works: Keeping the spotlight on them reinforces their sense of importance and accomplishment.

7. Follow Up and Show You Care

A quick follow-up after an interaction shows that you genuinely value the connection. It could be a text, a note, or a mention the next time you see them.

How to do it: If they mentioned a big meeting or a personal goal, check in later: “Hey, how did that presentation go? I was thinking about you!” It doesn’t have to be elaborate—just show you remember.

Why it works: Following up makes people feel significant and strengthens their trust in the relationship.

8. Be Authentic

People can sense when you’re being fake or overly performative.

How to do it: Share your thoughts and feelings honestly (while staying kind), and don’t try to impress or exaggerate. If you’re having a rough day, it’s okay to say, “I’m not at my best today, but I’m really glad to see you.” Authenticity builds trust.

Why it works: Authenticity makes others feel comfortable being themselves, which boosts their confidence.

Final Thoughts

Helping others feel better about themselves doesn’t require grand gestures—it’s about small, intentional actions that show you see and value them. Listen deeply, celebrate their uniqueness, and create an environment where they feel safe to shine.

When you make someone feel understood, appreciated, and capable, you’re not just brightening their day—you’re helping them see the best in themselves. And that’s a gift that keeps on giving.

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Why BUT is a Word Best Unused

Steve Keating 1 Comment

I have written fairly often on the importance of words. Words matter and most of us could be a little more thoughtful when choosing the words that we use. Our words shape how we think, feel, and connect with others. Words carry weight, subtly influencing conversations and relationships. One word that often sneaks into our sentences, quietly undermining our intentions, is “but.” It’s a small word, just three letters, yet it has a big impact. I believe we should rethink its use—not because it’s inherently bad, but because it often creates barriers where we could build bridges instead.

Let’s start with what “but” does. It’s a conjunction, a pivot point in a sentence. When we say, “I love you, but…” or “That’s a great idea, but…,” everything before the “but” gets overshadowed and frequently forgotten. The listener braces for the negative, and the positive sentiment feels like a setup rather than a standalone truth. Imagine someone saying, “You did a fantastic job on this project, but there’s room for improvement.” The praise evaporates, and the critique takes center stage. Without “but,” the same message could stand as two clear statements: “You did a fantastic job on this project. There’s room for improvement.” Both parts survive, neither diminished.

This isn’t just semantics—it’s psychology. Studies show that people tend to focus on what follows “but” because it signals contrast or contradiction. The brain latches onto the exception, not the rule. When we use “but,” we unintentionally train others to expect disappointment or dismissal, even if that’s not our goal. Over time, this erodes trust. Think about a friend who always softens criticism with a compliment: “You’re so smart, but you’re too quiet.” Eventually, you stop hearing the compliment and start waiting for the sting.

Now, I’m not suggesting we ban “but” entirely. It has its place in logic and debate, where contrasting ideas need a clear marker. “The sky is blue, but it turns orange at sunset” works because it’s a factual shift, not a loaded judgment. The trouble comes in emotional or relational contexts, where “but” feels like a rejection pretending to be balanced. We use it to soften blows or hedge our bets, but it often backfires, leaving the other person defensive or deflated.

So, what’s the alternative? Words like “and” or “also” can transform a sentence. “I appreciate your effort, and we can tweak a few things” keeps the tone collaborative. It’s not about sugarcoating—it’s about clarity. Separating ideas into distinct sentences works too: “I value your input. Let’s adjust the timeline.” These shifts preserve the integrity of both thoughts without pitting them against each other. It’s a small change with a big ripple effect, fostering openness instead of opposition.

Critics might argue that avoiding “but” makes us less direct, even wishy-washy. I get that. Straight talk matters, especially when stakes are high. Yet directness doesn’t require “but” as a crutch. “This plan won’t work because it’s underfunded” is sharper and cleaner than “This plan is solid, but it’s underfunded.” The former owns the critique; the latter muddies it with faint praise. Dropping “but” forces us to say what we mean without hiding behind qualifiers.

In relationships, the stakes are even higher. “I’m sorry, but you upset me first” doesn’t heal—it deflects. Replace it with “I’m sorry. I felt upset by what happened,” and the apology stands taller, inviting real dialogue. Over time, cutting “but” trains us to own our words and listen better. It’s not about being perfect; it’s about being present.

Language evolves with intent. If we want connection over conflict, we can start by rethinking “but.” It’s not the villain of vocabulary, just a habit we’ve leaned on too long. Swap it out, try different alternatives, and watch how conversations shift. We might find we don’t need it as much as we thought—and that’s a win worth going after.

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How to Provide Constructive Feedback

Steve Keating Leave a comment

If you’re in a leadership position, then you must know that the people you lead want to know some stuff as well. They want to know if they are doing what is expected of them. They want to know if they are meeting or exceeding expectations. They need to know if they’re not.

If you’ve hired the right people, then they have a strong desire to improve over time. They also need to know what “qualifies” as improvement. They want and need to know that what they are doing is worthwhile and makes a difference. They need, absolutely need, to know that they matter.

All of that information can only accurately come from the feedback given to them by you, their leader. If you’re an Authentic Leader, then all feedback, whether it’s feedback leading to corrective action, feedback for continuous improvement, or feedback for positive reinforcement, will be provided in a constructive manner.

Providing constructive feedback is a critical leadership skill that helps your team grow while maintaining motivation and morale. Every member of your team needs regular doses of constructive feedback. Here’s how you can do it effectively.

1. Be Specific and Clear

Vague feedback leads to confusion. Instead of saying, “You need to be better in meetings,” say, “I noticed in today’s meeting that your points were great, but they got lost because you spoke too fast. Try slowing down to ensure everyone follows your ideas.”

2. Focus on Behaviors, Not Personality

Avoid making it personal. Instead of saying, “You’re too careless,” say, “I noticed a few errors in the report. Let’s go through them together to see how we can minimize mistakes next time.”

3. Use the “Praise-Correct-Praise” Method (Sandwich Approach)

Start with something positive, then provide constructive feedback, and end with encouragement.

Example: “Your presentations are always engaging. One area to improve is the clarity of your key points. Maybe structuring them in bullet form could help. Keep up the good work—I know you’ll make it even better!”

4. Encourage a Two-Way Conversation

Feedback should be a discussion, not a monologue. Ask, “How do you feel about this?” or “What support do you need to improve in this area?” This makes them feel valued and involved in their own growth.

5. Provide Solutions, Not Just Criticism

Pointing out problems without offering guidance can be demoralizing. Instead of just saying what’s wrong, suggest ways to improve. “Your report has some missing data. Maybe setting up a checklist before submission could help.”

6. Give Feedback in a Timely Manner

Don’t wait too long. Feedback is most effective when given soon after the event. However, avoid giving feedback in the heat of the moment if emotions are high.

7. Adapt Your Approach Based on the Individual

Some people prefer direct feedback, while others respond better to a softer approach. Understanding how your team members receive feedback can make it more effective.

8. Remember, feedback isn’t always about improving.

Make sure a good percentage of your feedback is positive reinforcement. As Dale Carnegie said, “Be hearty in your approbation and lavish in your praise.” The people you lead crave your approval; make darn sure they get it whenever it is deserved.

9. Follow Up

Feedback is not a one-time event. Check in frequently to see if improvements have been made and recognize their efforts.

Weak leaders are often afraid of providing their people with consistent feedback. They see it as confrontational and they will do most anything to avoid conflict. But an Authentic Leader will tell you that providing well-thought-out, constructive feedback is anything but confrontational. It requires some effort to choose words that uplift rather than tear down. It sometimes requires practicing the feedback conversation beforehand. And it always requires listening and watching to determine if your message is being received.

The essence of leadership is influence. Providing consistent, constructive feedback to the people you lead is one of the most effective methods to influence them in a meaningful and positive way.

So do it!

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Becoming a More Persuasive Communicator

Steve Keating Leave a comment

There is a basic fact that people who actually like arguing fail to grasp. That fact is that a person convinced against their will is of the same opinion still.

That’s why it is nearly impossible to truly “win” an argument. People may give up the fight by agreeing with you, or perhaps attempt to stop the argument by simply agreeing to disagree. But it’s very likely that the “winner” of the argument has done nothing to actually change the “losers” thinking.

The only way to change another person’s opinion is through persuasion. They must fully believe what you’re saying if they are to replace their thinking with yours. But like all things worth doing, persuading others towards your thinking is easier said than done.

Becoming a more persuasive communicator involves mastering techniques that help you influence others effectively while at the same time building trust and respect.

Here’s a handful of ideas to help you improve your persuasive communication skills.

1. Understand Your Audience

Know their needs: Understand the values, concerns, and priorities of the person or group you’re addressing.

Empathize: Put yourself in their shoes to connect emotionally and demonstrate genuine understanding.

2. Build Credibility

Demonstrate expertise: Show that you are knowledgeable and credible on the topic.

Be trustworthy: Be honest, consistent, and fair in your communication. Do not exaggerate.

Use confident body language: Maintain eye contact, stand tall, and avoid fidgeting.

3. Appeal to Emotions

Tell stories: Use anecdotes and narratives that evoke emotions and make your message memorable.

Show enthusiasm: Let your passion for the topic come through.

Use imagery and metaphors: Paint vivid pictures with words to create an emotional connection.

4. Use Logic and Reason

Present clear arguments: Structure your points logically and use data or evidence to support your claims.

Anticipate objections: Address potential counterarguments proactively.

Be specific: Use precise details rather than vague generalizations.

5. Master the Art of Listening

Active listening: Show genuine interest in others’ perspectives by nodding, asking clarifying questions, and summarizing their points.

Pause and reflect: Give people time to process your message and respond thoughtfully.

6. Adapt Your Communication Style

Match their tone: Adjust your language, tone, and pace to align with the audience’s preferences.

Choose the right medium: Consider whether face-to-face, email, or a presentation is most appropriate for your message.

Simplify complex ideas: Make your message accessible and easy to understand.

7. Practice Nonverbal Communication

Body language: Align gestures, facial expressions, and posture with your words.

Tone of voice: Use variations in pitch, speed, and volume to emphasize key points.

Eye contact: Maintain a balance to show confidence and build rapport.

8. Call to Action

Be clear and direct: Clearly outline the action you want your audience to take.

Highlight benefits: Explain how following your suggestion benefits them.

Use urgency: Encourage prompt action with time-sensitive reasons.

9. Practice, Reflect, and Improve

Seek feedback: Ask trusted peers or mentors for constructive feedback on your communication style.

Record yourself: Practice speeches or presentations and review them to identify areas for improvement.

Learn from others: Study skilled communicators and incorporate their techniques.

Whether you’re speaking to one person or a large group, by combining empathy, credibility, logical arguments, and emotional appeal, you can become a more persuasive communicator. You won’t have to argue to win people over to your way of thinking. You won’t have to lose their respect and trust. In fact, it’s just the opposite; persuasive communication will build trust and respect.

And you won’t have to wonder if the people you’re speaking with are of the same opinion still.

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I put a significant amount of time and effort into writing a couple of blog posts each week. My primary goal is simple, to help other people. That doesn’t mean a little financial support isn’t appreciated. If you’ve benefited from my efforts and think my posts are valuable, I’d certainly appreciate whatever support you might be able to offer.
But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

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