Tips for Customizing Communication Styles for Team Members

I watched a team miss a $250,000 opportunity because of a simple communication breakdown As a team dynamic coach working with organizations across industries, I've seen this scenario play out countless times. Recently, a client was struggling to meet client expectations. They had talented individuals, strong expertise, and a clear strategy. Yet something wasn't clicking. After observing their interactions, the issue became clear: they weren't speaking the same language. Their director was focused on timelines and results, communicating in direct, no-nonsense terms. The creative lead communicated through possibilities and relationship-building, often skipping details. Their data analyst shared concerns in complex reports few took time to understand while the client liaison concentrated on maintaining harmony. Different communication styles. Different priorities. All valuable, but completely misaligned. ✅✅ Understanding these four distinct communication styles is transformative for any team: 1. Controllers: Direct, decisive, and results-oriented. They value efficiency and bottom-line impact 2. Promoters: Enthusiastic, imaginative, and people-focused. They thrive on possibilities and building relationships 3. Analyzers: Methodical, detail-oriented, and data-driven. They seek precision and logical solutions, and prefer to thoroughly evaluate before deciding 4. Supporters: Empathetic, patient, and team-focused. They prioritize group harmony and ensuring everyone feels valued. They often ask "How does everyone feel about this approach?" What transformed this team wasn't a new project management system or restructuring. It was awareness of these styles. When I helped them recognize and adapt to these patterns, something remarkable happened. 🌟🌟 The director started providing context behind deadlines. The creative lead documented specific action items. The analyst delivered insights in more accessible formats. The liaison created space for constructive challenges. 🌟🌟 Within weeks, their efficiency improved by 30%. Client feedback turned overwhelmingly positive. And they secured a contract renewal worth three times their previous agreement. This pattern repeats across every successful team I work with. The differentiator isn't talent or resources – it's communication awareness. Understanding your natural style and recognizing others' preferences creates the foundation for exceptional teamwork and professional growth. What's your natural communication style? Sign up for my newsletter for weekly insights on elevating your communication effectiveness: https://www.lift-ex.com/ #communication #team #performance #professionaldevelopment #leadership #cassandracoach

“Congrats, you’re a leader now – go lead! Oh, and we’ll just assume you know how to communicate effectively.” ‘tis a tale as old as time. I was that person too. The problem is that team leader communication is so critical to engagement, understanding strategy, and aligning your team behind purpose. So here’s 10 ways leaders can improve their communication right away. 1.      Ask your team what they want – find out what they want to know more about, their preferred methods of communication, how often they want to meet, etc. And keep asking them – preferences will change over time. 2.      Get feedback, constantly – don’t wait for an engagement survey. Ask what’s working, what’s not, and what ideas people have to improve comms in your team. 3.      Say more, with less – don’t get caught in the trap of long-winded emails and team calls. People are time-poor and busy. Keep it short. And don’t assume that ‘poor communication’ is solved with more communication! 4.      Record and review – facilitating online meetings? Record them, and watch them back, and self-reflect. 5.      Co-create content – you don’t have to come up with it all yourself. Get your team involved, share the weekly newsletter around or get them all to contribute to a teams chat. It creates a sense of ownership. 6.      Set a rhythm – people like things that are predictable. So after you’ve found out what people want, set a rhythm with your comms and stick to it. 7.      Find out the answers – it’s okay to say you don’t know something, and commit to finding out and reporting back. As a leader, especially during change, it’s your job to find out why things are happening, and what that means for your team. 8.      Be authentic – people can see through the ‘leader mask’ we sometimes put on. Authenticity builds trust. So use the words you’d normally use, and talk to others like human beings. 9.      Get equitable – this is getting harder in hybrid worlds, but equitable access to communication is key for your team members, especially during change. Make sure everyone has an opportunity to hear directly from you, and to talk to you 1:1. 10.  Listen to understand, not to respond – sometimes we jump into solution mode when our team members come to us with worries. Let them talk, and ask curious questions to understand the real problem, and what they need from you. Sometimes, they just need to be heard, they don’t need you to do anything. What would you add to the list?

Every company is different. Every team is different. Every leader is different. Every team member is different. So...leaders, when you bring a new person on to your team, do yourself, the new hire, and existing team members a favor and have everyone , (including yourself), create and share a "How to Work Best With Me" document or email. Having been a people leader several times, I have done this every time a new person joined the team. And it is so important. Let's break down the key elements for both existing team members and new hires to include in their "How to work best with me" comms. For existing team members: 1. Communication preferences: - Preferred communication channels (e.g., email, Slack, in-person) - Best times for meetings or quick chats - How they like to receive feedback 2. Work style: - Whether they prefer collaborative or independent work - Their approach to problem-solving (e.g., analytical, creative) - How they handle deadlines and pressure 3. Strengths and expertise: - Areas where they excel and can offer support to others - Specific skills or knowledge they're willing to share 4. Growth areas: - Skills they're currently developing - Areas where they appreciate extra support or patience 5. Personal quirks or habits: - Any particular work habits that others should be aware of - How they tend to react under stress 6. Project management: - How they like to organize tasks and track progress - Their preferred level of autonomy vs. guidance 7. Decision-making style: - How they approach making choices (e.g., data-driven, intuitive) - Their comfort level with risk For new hires: 1. Previous work experience: - Brief overview of their background and how it relates to the current role - Any significant differences between their previous and current work environments 2. Learning style: - How they best absorb new information (e.g., visual, hands-on, reading) - Their preferred onboarding pace 3. Initial goals: - What they hope to achieve in their first few months - Areas where they'd like to contribute or learn quickly 4. Support needs: - Types of resources or guidance they find most helpful when starting a new role - Any concerns or uncertainties about the new position 5. Cultural adaptation: - Any cultural differences they're navigating - How the team can help them integrate smoothly 6. Motivations: - What drew them to this role or company - What keeps them engaged and excited about work 7. Potential challenges: - Any anticipated difficulties in adjusting to the new role - How colleagues can best support them during the transition By including this information, leaders, existing team members, and new hires can foster better understanding, collaboration, and integration within the team. Also, these documents should be living documents, updated as people grow and change in their roles. #Leadership #Teams

Admin Pros, let’s talk communication. Because honestly, our jobs are 85% communication and 15% everything else. 💁🏽♀️ We navigate personalities all day long - executives with packed schedules, colleagues with competing priorities, and stakeholders who need things yesterday. And if you’re still using the same approach with everyone? Whew, you’re working way harder than you need to. Some years back, I got my team into Insights Discovery training, and it completely shifted how we communicate. Learning how to flex your communication style to match different personalities? That’s how you go from being just an assistant to being the one who influences decisions, gets buy-in faster, and makes sure people actually hear what you’re saying. If you haven’t had the chance to attend this type of training yourself, here’s a snapshot of what we learned. And trust me, this will change how you communicate starting today: 🎯 The Four Communication Styles & How to Win with Each: 💙 Cool Blue – The Analysts (Precise, Detail-Oriented, Cautious) 📌 What they need: Facts, structure, and time to think. 📌 How to win them over: Come prepared with data, clear logic, and organized thoughts. Stick to the point and avoid emotional appeals. Give them time to process before expecting an immediate decision. ❤️ Fiery Red – The Go-Getters (Decisive, Direct, Results-Driven) 📌 What they need: Speed, efficiency, and a bottom-line approach. 📌 How to win them over: Get straight to the point—ditch the long explanations. Speak with confidence and conviction. Focus on outcomes and why your idea will move the needle. 💛 Sunshine Yellow – The Enthusiasts (Sociable, Creative, Big-Picture Thinkers) 📌 What they need: Energy, excitement, and interaction. 📌 How to win them over: Bring enthusiasm—if you’re not excited, they won’t be either! Keep it dynamic: tell stories, use visuals, and make it engaging. Invite discussion and let them share their thoughts. 💚 Earth Green – The Supporters (Empathetic, Relationship-Oriented, Harmonious) 📌 What they need: Connection, trust, and collaboration. 📌 How to win them over: Take time to build rapport before diving into business. Show empathy and listen actively—don’t bulldoze through the conversation. Emphasize teamwork and collective success. Mastering these styles is how you: ✅ Get people to actually listen to you. ✅ Secure buy-in faster with less pushback. ✅ Navigate difficult conversations without breaking a sweat. If you want to be truly effective in your role, it starts with knowing how to speak the language of everyone you interact with. Which style do you naturally lean toward? And which one challenges you the most? Let’s talk in the comments! 👇🏽 #evolvedassistant #administrativeassistant #executivesupport #administrativeprofessional #executiveassistant

Two team members. Two completely different worlds. As their manager, I had to figure out how to lead them effectively. One was a seasoned leader approaching retirement but had already mentally stepped away from his role. The other was a young, ambitious engineer eager to prove himself. Treating them the same would’ve been a disaster. So, I adapted my approach to meet their needs. The result? They BOTH exceeded expectations. 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐟𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲. 7 Steps for Personalized Leadership 1. Learn What Motivates Each Person → Notice how they handle challenges and tasks. → Have one-on-ones to uncover personal goals. 2. Adapt Your Communication Style → Use visuals or examples to clarify complex ideas. → Provide context so they see the bigger picture. 3. Tailor Your Approach → Mentor those eager to grow and develop. → Provide autonomy to those who are ready. 4. Support During Challenges → Be hands-on when they face difficulties. → Show your commitment to their ambitions. 5. Recognize and Celebrate Success → Make recognition personal and meaningful. → Highlight wins that matter to each individual. 6. Encourage Growth and Development → Match learning opportunities to their aspirations. → Provide tools and stretch assignments to build skills. 7. Respect Individual Priorities → Balance work goals with personal commitments. → Focus on what truly matters to each team member. Great leaders know success lies in recognizing individuality. Personalizing your approach drives trust, inspires loyalty, and fuels performance. #BuildingLeaders #Manufacturing 👉 Which strategy has worked best for you? Tell me below!

Learn this if you want to transform your team communication: Your team members process information differently. Years ago, I made the wrong assumption. I assumed everyone processed information the way I did: By thinking things through quietly before speaking up. I was wrong. And it was costing my team their best ideas. Understanding this difference changed everything about how I led teams. There are two ways people process information, and most meetings only serve one type: Internal Processors ("Thinking to Talk"): → Review materials thoroughly before meetings → Prefer to prepare responses in advance → Contribute after reflection with polished insights External Processors ("Thinking to Think"): → Think through possibilities verbally → Refine thoughts while speaking → Jump into discussions naturally The breakthrough came when I started structuring meetings for both styles: ✅ Send agendas 48 hours early ✅ Include both reflection time and open discussion ✅ Ask specific people for input instead of waiting for volunteers ✅ Create space for both prepared thoughts and spontaneous ideas  My "quiet" team members started contributing game-changing insights, While my verbal processors helped refine and build on those ideas. Your team's best ideas might be trapped by your meeting style. Start transforming your leadership now: read.drdegnan.com

As a Chief of Staff, changing communication styles is essential for effective leadership. Different situations and audiences require different approaches, and being able to adapt is a key skill. Remaining authentic through the style changes is important as well. One way to think about changing styles is like wearing scarves. Depending on the weather, the occasion, and the mood, a different scarf is appropriate. The person is the same, only the style has shifted. Similarly, depending on the context, the goal, and the relationship, a different communication style will best suit. For example, when delivering bad news or constructive feedback, a more direct and assertive style may work best. When motivating and inspiring, a more expressive and enthusiastic style would be better. When collaborating and building trust with peers, a more supportive and empathetic style is best. And when analyzing and solving complex problems, a logical and systematic style can be appropriate. Of course, flexible guidelines to communication is important. Knowing your audience, your material and your desired outcome will drive the style that you choose. Be aware of your own preferences and tendencies, and be open to learning from others who have different styles. Constantly expanding your repertoire of communication skills helps the Chief of Staff be a versatile and effective leader. #COSMonday #ChiefOfStaff #Communication #Leadership

Here's how to give feedback that actually gets results I used to struggle with giving feedback effectively. I used to follow a standard template, thinking it would work for everyone. But I quickly realized that approach fell short. Each team member is unique. They have different strengths, weaknesses, and communication styles. So, I decided to try something different. Instead of relying on a one-size-fits-all approach, I started to tailor my feedback to each individual. I took the time to understand their personality, preferences, and motivations. For example, one team member preferred direct feedback in private, while another thrived on public recognition. Armed with this insight, I began to give feedback in a way that resonated with each person. And you know what? The results were remarkable! Team members felt heard, valued, and motivated to improve. So, here's my tip for giving feedback that gets results: Take the time to understand each team member's unique preferences and adapt your approach accordingly. It may take more effort, but the impact on morale and performance is well worth it. #givingfeedback #leadership #guide