Jenny M Fernandez, MBA, 费 珍妮

As an executive coach, I advise you to learn different messaging styles to adapt to your audience. Here are four strategies to ensure your messages are easily understood: -Be Clear and Concise The simpler your language, the less room there is for misinterpretation. Reinforce Consistency Ensure your communication aligns with your actions and previous statements. Avoid mixed signals to prevent confusion. -Active Listening Communication is a two-way street. Foster an environment of openness and mutual understanding. -Visual Aids and documentation This helps to cater to different learning styles and ensures everyone is on the same page. -Utilize data & research Leverage expert opinion to support your messaging and validate your work.

As an executive coach, i advice to consider these strategies to navigate this transition effectively: -Acknowledge Feelings To diffuse tension and foster empathy, and validate their experiences. -Re-establish Trust Be transparent in your actions and decisions, and show consistency in your behavior. -Encourage Open Communication Provide psychological safety with open dialogue. -Be Supportive and Inclusive Inclusion can mitigate feelings of alienation. -Seek Feedback This shows that you value their opinions and also provides you with insights to improve and grow as a leader. Navigating peer dynamics post-promotion requires sensitivity, openness, and a commitment to fostering a positive and inclusive work environment.

Before investing in any leadership development program, you must look back to plan ahead! Here's how: -Evaluate Current Leadership Identify gaps, strengths, and challenges using tools like 360-degree feedback and SWOT analysis. Define Future Needs Determine essential skills and behaviors for future leaders. Measurement Metrics Establish clear metrics to measure leadership performance and potential. Holistic Assessment Use surveys, interviews, and competency models to gather comprehensive insights. Effective leadership starts with understanding where you are and where you need to go.

As an executive coach, I tell my clients to build the business case for their promotion. Here's how: -Elevate your Self-awareness Understand where you are today and how it compares with the profile of the role you want. -Own your Narrative Show how you are ready for the new role. Why you? Why now? Support with your capabilities and achievements up until now. -Recruit Supporters You need sponsors to speak on your behalf in career disussions. -Commit to Lifelong Learning Address any Gaps and enhance your competencies and skills through classes, certifications, and challenging assignments. -Be open to feedback Take this data and pursue continuous improvement and personal development.

Improving your empathy skills as a leader starts with mastering Active Listening. Here's how: -Seek First to Understand Embrace Stephen Covey's Habit 5 by prioritizing understanding your team members before trying to be understood yourself. Pay full attention without interrupting, showing that you value their input and perspectives. -Eye Contact (put smartphone down) This signals that you are fully engaged in the conversation. -Acknowledge Non-Verbally Nod and use facial expressions to show you are following along and interested. -Ask Clarifying Questions Reflect on their words and ask questions to understand their perspective better. Everyone wants to feel like they matter. Making someone feel seen and heard is a huge first step!

Giving feedback can be intimidating, especially when it's directed at colleagues. Here's how to prepare: Use Clear Examples -In my HBR article "How to Talk to an Employee Who Isn’t Meeting Expectations," I highlight the importance of being clear and providing specific instances to illustrate our points. Focus on Behaviors, Not Traits -Address actions and their impact rather than personal characteristics. This shifts the conversation to what can be changed. Highlight Outcomes -Explain the connection between actions and their consequences. Encourage Dialogue -Ask for their perspective and work together on solutions. Ensure your feedback will be more actionable and less likely to feel like a personal attack.