How Teams Are Improving Communication

Earlier in my career, an executive coach helped me create a "Guide to Working with Carol-Lyn" document that dramatically improved how my teams understood my working style, motivations, and stress responses. (Lynn Rousseau, you changed my life 🙏 .) When I was asked to lead marketing for Dice, I wanted to share an updated guide with my team. I had a strong foundation from the deep assessments my previous experience provided, so to update the guide I turned to generative AI. Not only did I use ChatGPT to refresh my leadership guide, but I took it a step further: 1️⃣ I built a custom GPT that walks each member of my leadership team through creating their own leadership guide 2️⃣ This same GPT helps team members explore effective communication approaches with their colleagues by simply providing basic information about their teammates 3️⃣ I created a "Carol-Lyn Simulator" GPT that my team can interact with to prepare for 1:1s, get presentation feedback, or learn how to pitch ideas to me Building these custom GPTs was a good exercise, but all of this would have been a waste of time if I hadn't taken the next step: I introduced these tools to my team on a team call. I shared my leadership guide with them, and then asked them to leverage the tool to build their own leadership guide as pre-work for a team-building workshop. In the workshop, we shared what we learned about ourselves in the creation of the guides, experiences that illustrated our strengths and preferences. And most importantly as a newly forming leadership team, we talked about how we tend to show up when we're under stress. The AI helped me structure this experience, but the humans made it impactful. The feedback? One team member said it was like "getting a decoder ring along with a new boss." 😄 As marketing leaders, we talk about AI innovation constantly - but are we actually implementing it in our day-to-day leadership? This simple experiment has opened up new communication channels and given my team unique insights into working effectively together. I'd love to hear how you all are connecting humans and AI! #LeadershipInnovation #AIinMarketing #TeamCommunication #FutureOfWork

I once worked with a team that was, quite frankly, toxic. The same two team members routinely derailed meeting agendas. Eye-rolling was a primary form of communication. Side conversations overtook the official discussion. Most members had disengaged, emotionally checking out while physically present. Trust was nonexistent. This wasn't just unpleasant—it was preventing meaningful work from happening. The transformation began with a deceptively simple intervention: establishing clear community agreements. Not generic "respect each other" platitudes, but specific behavioral norms with concrete descriptions of what they looked like in practice. The team agreed to norms like "Listen to understand," "Speak your truth without blame or judgment," and "Be unattached to outcome." For each norm, we articulated exactly what it looked like in action, providing language and behaviors everyone could recognize. More importantly, we implemented structures to uphold these agreements. A "process observer" role was established, rotating among team members, with the explicit responsibility to name when norms were being upheld or broken during meetings. Initially, this felt awkward. When the process observer first said, "I notice we're interrupting each other, which doesn't align with our agreement to listen fully," the room went silent. But within weeks, team members began to self-regulate, sometimes even catching themselves mid-sentence. Trust didn't build overnight. It grew through consistent small actions that demonstrated reliability and integrity—keeping commitments, following through on tasks, acknowledging mistakes. Meeting time was protected and focused on meaningful work rather than administrative tasks that could be handled via email. The team began to practice active listening techniques, learning to paraphrase each other's ideas before responding. This simple practice dramatically shifted the quality of conversation. One team member later told me, "For the first time, I felt like people were actually trying to understand my perspective rather than waiting for their turn to speak." Six months later, the transformation was remarkable. The same team that once couldn't agree on a meeting agenda was collaboratively designing innovative approaches to their work. Conflicts still emerged, but they were about ideas rather than personalities, and they led to better solutions rather than deeper divisions. The lesson was clear: trust doesn't simply happen through team-building exercises or shared experiences. It must be intentionally cultivated through concrete practices, consistently upheld, and regularly reflected upon. Share one trust-building practice that's worked well in your team experience. P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n

Leading a team of 500+ taught me a lot about communication — especially in times of crisis. Here are five key lessons I’ve learned: 1. Communicate Early: Carry people along as things evolve. People should hear from you early in the game, before all hell breaks loose. Send that email, call that meeting, announce the changes, transitions, new strategies, or new directions as soon as you can. Trust is built when your team hears from you first, not through the grapevine. It’s not just about saying it — it’s about saying it as soon as you can. 2. Communicate Openly: Your team should feel free to remark, respond, or react to what you share without fear of punishment or being marked. This creates a psychologically safe environment where people don’t have to walk on eggshells around you. It’s an organization, not a dictatorship — people’s voices should never be stifled or silenced, covertly or overtly. 3. Communicate Completely: Don’t leave loose ends or unspoken assumptions. Address direct and indirect questions as much as possible at the time. If something can’t be discussed, say so. Don’t gloss over key details or shy away from touchy topics. Complete communication bonds a team and unites everyone around the leader — especially when they hear it directly from you. As much as you can, leave no stone unturned. 4. Communicate Clearly: There should be no ambiguity. Some team members shouldn’t hear one thing and others another. This is where Q&A sessions and checking for understanding become crucial. Think through what you want to say and ensure it’s plain, simple, and leaves no room for wrong assumptions or misconceptions. A strong leader speaks clearly, so nobody misunderstands, and everyone is on the same page. 5. Communicate Consistently— Communication is the cornerstone of successful organizations. The more your team hears from you, the stronger and more connected they become. Reach out regularly and create accessible platforms for open dialogue, ensuring your team feels informed and heard. Communicating effectively is non-negotiable, and leaders who master it go far. What would you add to the list? Drop your thoughts in the comments! Have a superlative week! #LeadershipLessons #CommunicationMatters #CrisisLeadership #TeamManagement #LeadershipDevelopment #EffectiveCommunication #LeadingTeams #WorkplaceCulture #TransparentLeadership #CrisisCommunication #LeadershipTips #Teamwork #GrowthMindset #LeadershipSkills #InspirationForLeaders

Leaders -- Here’s the Harsh Truth About Communication. When I meet with a prospective client "partner" I often hear about their problems: poor/declining customer service, employee turnover, lack of engagement, retention issues, conflict, etc. All the typical "symptoms". And then once I start working with them, I find out the real disease: COMMUNICATION. My suggestion is always relatively simple. Communicate regularly. Planned. Scheduled. Various ways. No matter what. If you’re not intentionally and regularly communicating with your team, you are communicating—you’re just letting gossip, rumors, and speculation do it for you. Something always fills the VOID. When communication is irregular or reactive, here’s what fills the silence: 🚫 Rumors: Employees start guessing at decisions and motives. 🚫 Gossip: Small issues get inflated into full-blown problems. 🚫 Distrust: People stop believing the official word, even when you do share it. 🚫 Disconnection: Teams drift, priorities blur, and momentum dies. Your silence creates a vacuum—and nature (and workplace culture) hates a vacuum. The fix? Planned, consistent communication. Not just when there’s a crisis, not just when you “have time,” but on a predictable rhythm that your team can rely on. They NEED this. The simple fix: The 4x4 Communication Framework 4 Key Topics to cover every time: ✅ Wins & successes ✅ Challenges & roadblocks ✅ What’s coming next ✅ How the team is making an impact 4 Regular Touchpoints each month: Daily or Weekly team huddle (15 mins) Weekly written update (email or Slack post) Weekly or Bi-weekly one-on-ones (20–30 mins) Quarterly or Monthly all-hands or department meeting You may think you’re “too busy” to communicate like this. Here’s the truth: you’re already paying the cost of not doing it—low morale, disengagement, and mistrust. Regular, planned communication is not an extra task. It's just not a nice to have. It's a MUST have. It’s the bloodstream of your leadership. Need some help in getting started? Reach or DM me. I would love to chat with you!