Strategic Vision Communication

One skill separates great communicators from average ones: Perspective-taking. The ability to see things from someone else’s point of view. But most people do it wrong. Here’s how to do it right, especially when you’re leading or being led: When you’re the boss, persuading down: You’re trying to convince Maria on your team to do something different. She’s pushing back. Your instinct might be to assert your authority. But that’s a mistake. Here’s why… Research shows: The more powerful you feel, the worse your perspective-taking becomes. More power = less understanding. So if you want to persuade Maria, don’t lean into your title. Do the opposite: dial your power down, just briefly. Try this: Before the next conversation, remind yourself: Maria has power too. I need her buy-in. Maybe she sees something I don’t. Lower your feelings of power to raise your perspective. From that place, ask: → What does she see that I’m missing? → What might be in her way? → What’s a win-win outcome? That shift changes the entire dynamic. Instead of steamrolling, you’re collaborating. And that’s how you earn trust and results. Now flip it. You’re the employee persuading your boss. It’s a high-stakes moment. You’re nervous. So do you appeal to emotion? No. Drop the feelings. Focus on interests. Here’s the key question: “What’s in it for them?” Not how you feel. Not your big dream. → Will it save time? → Improve performance? → Help them hit their goals? Make it about their world, not yours. Why? Because every boss has a mental shortcut: → Does this employee make my life easier or harder? Be the person who brings clarity, ideas, and upside. Not complaints, drama, or friction. In summary: → Persuading down? Dial down your power to see clearer. → Persuading up? Focus on their interests, not your emotions. Perspective-taking is a superpower, if you learn how to use it. Now practice, practice, practice.

Jaguar is teaching us an important lesson, and it's not what you think it is. When a legacy brand like Jaguar unveils a radical rebrand, it’s easy to jump to conclusions, and everyone seems to have an opinion. As a brand strategist, my role isn’t to deliver verdicts, it’s to ask the right questions. So when someone ask for my opinion about a visual rebrand I'll start asking questions about the strategy behind it. Questions that uncover deeper truths and empower clients to articulate their vision. So instead of critiquing Jaguar’s rebrand, let’s turn it into an opportunity for reflection. These are questions I would like to ask them before I share any opinion. The Strategy: - How do you honor your heritage while adapting to the future? - What’s the core of the DNA of your brand that should never change? - Who are your future customers you are evolving for? - What singular idea holds your products, identity, and customer experience together? The Logo and Visual Identity: - How do you want your visual identity to make people feel? - Does it evoke the energy and emotion your brand promises? - If someone removed your name, would they still know it’s you? - What makes your design unmistakably yours? - Are you following a trend, or setting one? - Does your visual identity help you stand out in your category, or does it blend in? The Campaign and Marketing: - What story are you telling with your campaign? - How does it connect emotionally to your audience and their aspirations? - How are you making the customer the hero of your story? - Are you borrowing from culture, or contributing to it? - How are you creating a cultural moment that’s undeniably yours? The EV Pivot: - What do you own in this new electric future? - What’s the unique value your brand brings to the EV market that no one else can? - Beyond the technology, what does the experience of owning your product feel like? - How does it elevate your customers’ lives? - How does your pivot to sustainability and innovation align with your larger brand narrative? The Big Picture: - Is your rebrand evolutionary or revolutionary? - How far are you willing to go to signal change while remaining authentic? - How does your rebrand show aspiration? - How does it make people want to be part of your world? Finally: Are you playing to fit in—or to lead? What’s your ultimate ambition, and how does Jaguar as a brand express that? As a brand strategist, I believe the most powerful insights come not from imposing opinions but from asking the right questions. Questions that make us pause, think, and uncover the truth of who we are and who we want to become. So, what questions would you ask to help them shape their next chapter? #brandstrategy

Have you thought about who should create your strategy and who should implement it? And do you expect cooperation or collaboration? Who should create and who should implement? There's no simple answer to this. It's nuanced. Option A is to have the same people create AND implement the strategy. If this is possible, the biggest benefit is probably the ownership and accountability it leads to, stemming from a deep understanding of the vision. It's also easier for the organization to adapt and respond to challenges that arise during execution. It's hard to argue against this Option A approach... BUT in reality, the creation and implementation of strategy require very different skill sets and it can be challenging to find people who excel in both areas. I've also seen tunnel vision arise in teams that try to do both because they are too attached to the original plan! For these reasons, among others, companies often choose Option B which is a traditional top-down approach where the strategy creators (often senior leaders) are separated from the implementors and responsibility is placed on the creators to communicate the strategy and effectively hand it over to the implementors who are expected to COOPERATE. Option B can work! But only if there is very clear communication, alignment of goals, and a shared commitment to achieving the goals. 🤔 So if Option A is perhaps ideal but not unrealistic, should we really aim for Option B? 🤔 Are our strategy creators really THAT good at communicating the strategy and will people REALLY align to and implement it when it's left to them? 🤔 Could we not look at Option C- a balanced approach that doesn't ask people to simply cooperate or coordinate. Option C allows for close COLLABORATION between two distinct roles of strategists and implementers. With Option C, the organization puts together a diverse and knowledgeable team of people who are strong influencers, whose role is to create the strategy (involving the people doing the work) and who remain involved and supportive throughout the implementation process. Which option do you think is best for your organization? Option C is my winner because it offers the best and most practical way to ensure both creators and implementors feel strong ownership of the strategy. But I'm interested to hear what you think!! Who creates your strategy? And who implements it? What has worked well? What hasn't worked well? Leave your comments below 🙏 Image Credit: Dr Sanja Kisicek #strategy #strategicplanning #collaboration #leadership #teamwork #accountability

As geopolitical risks continue to evolve and intensify, it is essential for communication leaders to adapt and respond effectively to these challenges.   Recent geopolitical crises have underscored the importance of proactive and strategic communication. According to the AXA Future Risks Report 2024, geopolitical instability is now the second most concerning risk for experts globally, up from third place in 2023. At the same time, disinformation and misinformation on these crises, mainly led by technology, are expanding their potential consequences. This progression highlights the growing impact of geopolitical events on businesses and the need for robust communication strategies. Here are some key insights and thoughts I wanted to share:   👉 Anticipate and Listen: Setting up an infrastructure for listening and scenario planning is crucial. By strengthening our social listening and predictive capacities, we can better anticipate crisis and understand the different perspectives that exist around geopolitical issues. As one Chief Communication Officer (CCO) mentioned in the latest European Communication Monitor (ECM) report, "We need to be prepared every day to react, and at the same time, we have to be very clear about the frames in which we want to react."   👉 Consolidate and Connect: Strengthening internal discussions and nurturing a network of communication experts with diplomatic skills is vital. In a decentralized company, this helps in ensuring that our communication as a Group is sensitive to the nuances of different geopolitical contexts. As another CCO pointed out, "You also need experienced communicators in different countries who not only have a view of their country but also understand that even in a global company there is a global view that is not necessarily congruent with the view of each country.”   👉 Navigate Ambiguity: In a fragmented and polarized world, managing corporate communications means carefully choosing what to say and how to say it. This involves balancing business perspectives with stakeholder expectations and navigating the contradictions that arise from intensifying geopolitical risks.   👉 Engage Proactively: The expectations of stakeholders, including consumers and employees, are evolving. There is an increased demand for companies to take a stand on geopolitical issues. As highlighted in the ECM report, 58.6% of CCOs agree that the geopolitical context has a very concrete impact on business, and companies need to consider this evolution.   On a more specific note, the AXA Future Risks Report 2024 also reveals that 91% of experts believe insurers have a crucial role in safeguarding against emerging risks. As Chief Communications Officer, this is something I truly believe in, and I am grateful to rely on a network of very professional heads of communications, in all AXA entities, to help us spread the word, build resilience and strengthen trust during uncertain times!

Tired of being the bottleneck? Speak like a leader who inspires. No one teaches us how to be great leaders. Most of us learn by observing those we’ve worked for. We pick up habits along the way - some helpful, others not so much. If we’re honest, we’ve all used phrases that unintentionally demotivate our teams. I know I have. The good news is that leadership is a skill, and like any skill, it can be refined. We can choose to intentionally use words that motivate and inspire, rather than try to control and criticise. It's a small shift, but it can have a big impact. Next time you feel frustrated or find it hard to inspire your team into action, try using language that encourages collaboration and growth. 1/ Instead of saying: "You need to fix this." ↳ Try saying: "Can you walk me through how you plan to approach this?" 2/ Instead of saying: "Don't make mistakes like this again." ↳ Try saying: "What can we take away from this to avoid it happening again?" 3/ Instead of saying: "Just do it the way I showed you." ↳ Try saying: "How would you approach this? Let’s compare ideas." 4/ Instead of saying: "Who's responsible for these mistakes?" ↳ Try saying: "Let’s work together to understand what happened and prevent it next time." 5/ Instead of saying: "I might as well do it myself." ↳ Try saying: "I see you’re struggling with this - how can I help you succeed?" 6/ Instead of saying: "That's not how we do things." ↳ Try saying: "Can you walk me through why you’ve done it this way?" 7/ Instead of saying: "This didn’t go as planned." ↳ Try saying: "I appreciate the effort - how can we adapt this together?" 8/ Instead of saying: "I’ll just save time and do it myself." ↳ Try saying: "I trust your judgment to take this forward. What do you need to make it a success?" 9/ Instead of saying: "Why didn’t you tell me earlier?" ↳ Try saying: "What can we do to improve communication on this?" 10/ Instead of saying: "This isn’t good enough." ↳ Try saying: "What additional support do you need to make this even better?" Leadership isn’t about having all the answers. It’s about creating an environment where others feel trusted, supported, and capable of success. 👉 What phrases do you use to motivate your team instead of micromanaging them? ♻️ Share this post to help your network build stronger leadership skills. 🔔 Follow me, Jen Blandos, for actionable daily insights on business, entrepreneurship, and workplace well-being.

Here’s the proposal template that helped me close over $100 million in enterprise sales: It’s also helped my clients close more than 50% of their deals when they use it. And until now, I’ve never shared it publicly. Most sellers are great at pitching features. But the ones who consistently win big deals? They know how to tell a great story. The truth is, executives don’t buy products - they buy confidence. They buy vision. They buy a story they want to be part of. If you want to sell like a top 1% seller, you need a proposal that doesn’t just inform… it moves people. Here’s how I do it 👇 The Story Mountain Framework for Sales Proposals: 1. Exposition – Introduce the characters and setting. Start with them: → “You’re trying to expand into new markets… to grow revenue… to unify your tech stack…” Set the vision. Make them the hero. 2. Rising Action – Lay out the challenges and obstacles. → “But growth stalled. Competitors moved faster. Customer churn increased.” Quote discovery calls. Surface real pain. Build emotional tension. 3. Climax – Introduce your solution. → “Then you found a better way…” Now show how your solution helps them overcome the exact obstacles you outlined. 4. Falling Action – Ease the tension. → “Here’s our implementation plan. Here’s the ROI. Here’s how others in your industry succeeded.” Give them confidence that this won’t just work—it will work for them. 5. Resolution – End with clarity. → “Here’s our mutual action plan. Let’s get started.” Lock in buy-in, next steps, and forward momentum. This structure has helped me close some of the biggest deals of my career—including an $8-figure enterprise deal at Salesforce where I used this exact approach. I broke it all down in this week’s training—and for the first time ever, I show you the actual proposal I used AND tell you how to access my Killer Proposal Template for free. 👀 Watch the full training here: https://lnkd.in/gPY_cvv5 No more boring product pitches. No more ghosting after the readout. Just proposals that close.

Too many strategies fail in execution—not because they're wrong, but because no one really understands them. To communicate strategy effectively, you need more than a slide deck. You need clarity on 5 core elements: 1. Purpose – Why your organization exists 2. Perspective – How the future should look 3. Priorities – What you'll focus on 4. Plan – When things will happen 5. People – Who will make it happen Each one answers a different question—and together, they tell a compelling story. This carousel breaks it down in a simple, actionable format you can use right away. ↳ Use this as a checklist. ↳ Share it with your team. ↳ Save it for your next off-site. 👉 Swipe through the post to explore each principle. Which of the 5 is most often overlooked in your experience? #StrategyExecution #Leadership #StrategicCommunication #PurposeDriven #OrganizationalClarity #BusinessStrategy #SoulfulStrategy

One question turns failed PropTech pitches into closed deals. And most vendors never ask it. Here's the strategy alignment secret nobody's talking about. Last week, I watched another great product get rejected. Strong features. Clear value prop. But they pitched long-term efficiency to a merchant builder focused on exit value. Now they're wondering why the deal went nowhere. Here's how to align your pitch with their investment strategy: 1. Focus on strategy, not just asset type The secret isn't just knowing office from multifamily. It's understanding their investment timeline: Most vendors only see: • Office vs. retail • Multifamily vs. industrial • Class A vs. Class B Smart sellers also ask: • Hold period length • Exit strategy • Value creation timeline • Cash flow priorities Most fail because they stop at asset class. 2. Tailor your pitch to their timeline For long-term holders, focus on: • Operational efficiency • NOI improvement • Portfolio-wide impact • Solution stability • Compound ROI over time For short-term players, emphasize: • Repositioning acceleration • Lease-up support • Quick implementation • Flexible contract terms The timeline mismatch breaks more deals than price. 3. Ask the right questions first Start with: • "What's your typical hold period?" • "Are you looking to stabilize and hold or exit?" • "How do you handle property management?" • "What's your current solution stack?" Not: • "What types of properties do you own?" • "How many units do you have?" • "What systems are you using now?" • "When can we demo our product?" 4. Connect your value to their strategy Your pitch should show: • ROI within their ownership window • Value that matters to their strategy • Implementation that fits their timeline • Flexibility that matches their exit plans Never assume: • All owners want long-term savings • All GPs prioritize NOI • All buildings are forever holds • All operators think the same 5. Become a strategic partner Investment strategy changes everything: • It shapes their decision criteria • It determines their value metrics • It drives their timeline needs • It defines their success The difference between just another vendor and a strategic partner is understanding their investment strategy. Want to learn how the best PropTech companies align their pitches to investment strategies? Check out our free PropTech Pipeline Playbook email course in the comments.

Executive presence is about telling the truth, fast. Don’t bullshit, don’t beat around the bush, don’t hide from bad news. Instead: - Think about what the “truth” is. Ask yourself: what is really going on here? Give yourself time to consider and answer that. You can’t tell the truth if you don’t know it yourself. - Sacrifice short-term for long-term. If you give bad news today, you can actually GAIN credibility because it means next time you give good news people will trust it. Don’t try to save your reputation tomorrow by hiding something that will bite you in the ass in a few weeks. - Moderate your emotions. When providing really good or really bad news, you can often overdo it. Instead, when communicating with executives remember to stick to facts, share relevant context, and let go of the internal voice that is affecting your ability to share it honestly. Every time I have a call or meet a highly successful person, I find that they all do the above. They tell the truth fast. You should too.