Communication for Leaders – The Key Trait of Successful Leaders: How to Lead and Motivate Your Team to Effectively Achieve Ambitious Goals – Including a Success Guide for Employee Conversations E-Book

Stefan Grotlüschen

• Herausgeber: ONIX Media
• Kategorie: Fachliteratur
• Sprache: Englisch

Seitenzahl: 181

Veröffentlichungsjahr: 2025

Beschreibung

Are you preparing for a future leadership position? Do you want to advance in your company and take on more management responsibility? Are you already leading a team or even your own business? In any case, perfectly coordinated communication is now key – and this guide shows you how to perform at your best! Some seem to be born for it: they motivate, inspire, delegate, coordinate, and always find the right tone between commanding, empathetic, convincing, or confident. Born leaders – but if that doesn't describe you, don't worry: this skill can also be easily learned, and with this book you will soon master communicative leadership effortlessly. First, familiarize yourself with the basics of hierarchies, role distributions, and leadership styles, then dive deeper into the nuances of communicative situations. With tips & tricks from communication experts, numerous concrete exercises, reflection tasks, and coaching methods, you will put your new knowledge into practice and make what you have learned applicable in everyday life. New to this field? No problem! Thanks to clear information and immediately applicable strategies, aspiring leaders can easily get started and develop their very own leadership style step by step.

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All advice in this book has been carefully considered and checked by the author and the publisher. However, no guarantee can be given. The author and publisher therefore accept no liability for any personal injury, property damage or financial loss.

Copyright © 2024 www.edition-lunerion.de

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Edition 2024

Contents

Foreword1

Safe leadership - the path to success2

Corporate management as an influential success factor2

Managers: A comprehensive task9

Numerous individual tasks9

Don't lose sight of team cohesion12

Self-management, self-organization and representation14

Getting through crises safely15

Conclusion - Leadership means taking on many tasks16

Of flat hierarchies & role conflicts18

From strict structures to flat hierarchies18

Changes through digital solutions20

Role conflicts in leadership20

Many roads lead to Rome: different leadership styles23

Autocratic or authoritarian management style24

Patriarchal management style25

Charismatic leadership style26

Cooperative or democratic management style27

Laissez-faire management style28

Participative management style29

Bureaucratic management style30

Transactional management style31

Transformational leadership style32

5 types of communication34

Test: What type of communicator am I?39

The role of the manager42

The self-image decides42

Self-perception and perception of others49

Embodying personal values50

Finding the right words: An exciting task52

The communication levels54

Successful communication - but how?57

Positive language57

Efficiency64

Social factors65

Empathy: the fundamental quality for successful communication67

Dicey situations, conflicts & negotiations69

Hidden in plain sight: Nonverbal communication75

The communication toolbox83

Showing understanding: The Art of Paraphrasing84

Shaping the conversation through questions85

Actively improve communication immediately - how it works88

I-messages & I-consciousness88

Exercise: Neutralize & relax facial expressions89

Breathing technique for better speaking89

Rhetoric tools & style90

Giving productive feedback92

Honesty above all else? Finger-sitting as a manager93

Checklist: Time to talk!94

Process control: How securely does the boss hold the reins?95

Tips for successful presentations and speeches95

Leading meetings effectively97

Bonus: The guide to a successful performance review101

The appraisal interview101

The right framework for the annual performance review102

Who with whom?103

How often and for how long?103

Preparation Review - Outlook and Past - Future104

Target agreement and target review104

Putting the goals in writing105

Conducting the annual performance review108

Avoid traps110

The path to a good management style112

Foreword

Our modern age is dynamic. Changes happen particularly quickly. Modern technologies enable flexible opportunities and constant growth. However, crises also occur more quickly. In order for company management to be able to react to these changes, some things have to change. Long-term planning is not always possible. Changes in management style are particularly welcome among younger generations of employees. Work ethics and values are constantly changing within a society. These times show which managers have already reacted to the changes and are able to carry their environment through training.

One of the most important characteristics for the success of a manager is communication. It provides the basis for every form of human interaction. Whether in the private or professional sphere, good communication is the key to successful actions. It can prevent conflicts and strengthen relationships. At the same time, poor communication can cause relationships to break down.

Managers need to be aware of the impact of communication. If you know your way around and practise successful communication, you can achieve a lot in your day-to-day work. However, communication is not as simple as is generally assumed. If it were simple, there wouldn't be so many disputes and problems. But wherever people come together, there will always be uncertainties and disagreements. This is precisely why it is valuable to look into the various details and factors surrounding the topic of communication.

Safe leadership - the path to success

Various factors are responsible for the success of a company. As a rule, success is a combination of several factors. First of all, the economic sector plays a major role. If the economy is booming, companies have even greater chances of success. If a country is experiencing a social crisis or a turnaround, this can have a major impact on the success of many companies. Minor circumstances such as seasonal changes, social desires and insights, a change of direction in politics or the mood in the country due to unforeseen events influence the success rates of companies. However, this does not mean that companies cannot make a major contribution to increasing their success in many situations. Those who fully exploit their company's potential generally have a much higher chance of success and are also better able to survive times of crisis such as those mentioned above. The motivation of the employees, the philosophy of a company and the financial possibilities play a major role here. A key factor in the success of a company is its management.

Corporate management as an influential success factor

The manager of a company does not have everything in their hands. However, many details and opportunities fall within their sphere of influence. Many of the most important success factors of a company fall into the hands of the manager. The most important success factors include in particular

Room for innovation and ideas

Motivation and promotion of employees

Clear goals

Helpful structures

Future-oriented action

Agility

Employees want to enjoy a certain amount of freedom, but in many cases they also need structures and goals to guide them. They generally want room for ideas and flexibility, but at the same time benefit from management that does not lose sight of the overall goal and steers them towards it. As a manager, your behavior can have a positive or negative impact on employee motivation. You also have the opportunity to steer the philosophy of a company in one direction or another. As a rule, the leadership style of a manager can have a major influence on the success of the company. If you are well organized, you can also provide organization and structure and keep employees in line. Conversely, if you are less competent and dedicated, you can have the opposite effect, creating more chaos and reducing employee motivation. It is therefore important to know how successful leadership works. It makes no difference whether you are managing a company at the top level or leading a smaller, subordinate team. If you are familiar with leadership tasks, whether on a small or large scale, you should be aware of the responsibility and know how to use certain styles and opportunities correctly.

Those who can lead with confidence have a decisive advantage of their own. As a manager, you often have to make decisions that are not comfortable for everyone. Sometimes structures have to be changed and conflicts resolved. Employees want to be motivated and carry out the manager's instructions. The more respect you earn, the easier this will be. If you can assert yourself as a manager, it will also be easier to pull employees along. At the same time, your own work is made considerably easier if employees have confidence in the management.

The more respect a manager receives, the easier it is to climb the career ladder. In order to advance your own career and lead employees with confidence, it is therefore worth starting early to learn a confident leadership style.

However, it is not only the motivation of employees and your own career path that are positive consequences of a confident leadership style. Managing a team is also responsible for ensuring that everyone involved is deployed according to their strengths so that they make a meaningful contribution to the organization of the company. The prerequisite for this is that you as a manager recognize where the strengths and weaknesses of your employees lie. You will find tips on this in one of the later sections. At this point, however, it pays to know the skills of your employees. Talk to them, get to know them and take note of their strengths and behaviors.

One example:

Employee A always arrives at work ten minutes early. He does this so that he can get a coffee in peace and check the previous day's emails. He is not really approachable before his first coffee and a little orientation about what is on the agenda for the day. He needs this time to mentally settle into the work rhythm. If you remember this peculiarity in your day-to-day work as a manager, you will be able to work more positively with your employees and communicate better.

Good management knows how to deploy employees in the best possible way. This ensures good work performance in the team. As everyone can make the best possible contribution, this also ensures the company's chances of success in the long term. If employees are deployed in this way, there is a chance that they will feel more seen and heard. This, in turn, can lead to good employees staying with the company in the long term. If they are given room for ideas and long-term development opportunities, they will prefer to continue working for the company. This ensures that the company has reliable and stable employees. As recruiting and training new employees can cost the company a lot of resources, a stable group of employees also ensures stability on the market.

Studies show that poor leadership is one of the main reasons for resignations. Therefore, if there is a high fluctuation rate in the company, it is worth taking a look at the current management style.

The reputation of a certain management style can also contribute to employer attractiveness on the market. Talented young people in particular are more likely to apply to a company if they are given certain freedoms in the working environment. A good reputation can also make a company more attractive to customers. If the company has a reputation for treating its employees well and demonstrating a positive management style, it will also become more attractive outside the company's own premises - including to potential applicants.

A good line manager also provides support and orientation. This is a particularly important factor in uncertain times. Secure leadership can keep the team stable and together. If the employees feel well supported even in difficult times, this ensures their work performance and therefore the overall performance of the company.

As you can see, there are many good reasons to take a close look at the responsibilities and opportunities of a manager. Confident leadership is the path to success. However, this is not the end of the story - after all, there are many questions surrounding the topic of leadership competence:

But how do you lead a team correctly?

Is there even one right method?

Which detailed tasks are actually the responsibility of a manager?

Numerous questions revolve around the topic of leadership skills. And rightly so, as leadership skills basically comprise a whole range of characteristics and qualifications. These include above all

Professional skills

So-called soft skills

Role model function or mentoring and teaching qualities

It is the totality of this that makes a good manager.

Definition: Leadership competence

Basically, leadership competence can be defined as a skill that helps to set goals and guide other people.

Soft skills are also particularly important. Soft skills are primarily communicative, social or methodical abilities. The term comes from the English language and means "soft skills". Soft skills can be divided into four categories:

Methodical soft skills (analytical skills, self-management and presentation techniques)

Social soft skills (emotional intelligence, empathy and willingness to cooperate)

Personal soft skills (ambition, flexibility and curiosity)

Communicative soft skills (active listening, knowledge transfer and negotiation skills)

These knowledge and skills have a particular impact on the social environment and cohesion within the group. The most important soft skills include the following knowledge and abilities:

Critical faculties

Assertiveness

Good communication

Self-confidence

Creativity

Agility

Objective

Strategic thinking

Solution-oriented thinking

Future-oriented thinking

Organizational skills

Reliability

Mediation

Conflict management

Openness

Knowledge of human nature

Resilience

Team spirit

Courage

Empathy

Negotiating skills

All these characteristics make a good line. This list is by no means exhaustive or universally valid. Everyone has different needs and therefore also different expectations of their manager.

You will receive further details on this topic later on. Particularly important skills such as communication and conflict management will be discussed in depth.

Review:

Over the last few decades, it has been assumed that true leadership means operating within strict hierarchies. This is still the case in many companies today. Employees were driven without really being motivated to act. Enthusiasm was never the focus. Hard work, clear structures and direct orders were the order of the day. Some of these structures have existed since industrialization.

This traditional, rather authoritarian management style is currently undergoing change. Nowadays, modern solutions are increasingly being sought, with a focus on cooperation and motivation. Managers are expected to inspire employees for their work and support them in developing their own skills. Freedom should be granted where it makes sense. There are also some classic qualities that never go out of fashion. These include qualities such as flexibility, assertiveness and self-confidence.

A few examples to illustrate this:

Unforeseen changes can always occur - for example due to changes in the market, in society or simply due to problems with the technology (time delay due to power failure, hacker attacks or similar). Even in these situations, a management team must keep a clear head and, if necessary, quickly develop an alternative plan. This means they must always be flexible enough to adapt to the circumstances.

Even with flat hierarchies, a manager must be able to give instructions in certain situations. If a team cannot reach an agreement, they must be able to provide the team with guidance before it is too late to implement it (because a deadline for a project is approaching or because a certain event is imminent).

Self-confidence is also an important characteristic of a manager, as managers must stand behind their decisions, have a confident and convincing manner and lead the team safely through times of change and crises.

As a manager, you will have to ask yourself to what extent you prefer traditional structures and at what points modern change processes are advantageous.

What is the most effective, efficient way to work and lead?

What values do you want to represent?

What values do you want to convey to your employees?

Who would you like to be as a manager?

In the following chapters, you will go through these and many other questions. You will learn about the different leadership styles and how to find out which method is best suited to you. You will learn about different types of communication and the role of empathy and hierarchies. In the next section, you will look at the wide-ranging tasks of a manager.

Managers: A comprehensive task

Leading a team is a comprehensive task. It involves more than just giving instructions. As a manager, you must be able to give and accept feedback respectfully. You have the task of motivating a team and getting them excited about their work. You must have an overview of goals and ensure that they are achieved together. If employees have questions or problems, it is your job to deal with them and solve problems. You may even be responsible for dealing with conflicts between employees and acting as a mediator. You have already seen from the list of the most important qualities and skills of a leader that leadership is a task that requires a lot of content. The work of a team leader involves many small subtasks and details.

What exactly makes a leadership a good leadership?

What principles characterize an inspirational leader?

Which tasks can or should a manager even delegate and which must they take on themselves?

Numerous questions revolve around the area of responsibility and character of a good manager, which are explained in more detail in the following chapters.

Numerous individual tasks

There is no single answer to all of the above questions. There are many different approaches that focus on different tasks and subtasks. Every manager will give you a slightly different answer to your question. This is because everyone sets different priorities. Employees will also give different answers. Often the perspective between a manager and an employee can differ greatly. Nevertheless, there are some basic principles that you can use as a guide.

The Austrian economist Fredmund Malik (* September 1, 1944) defines five central tasks of a manager. These include:

Set goals

Organization

Make decisions

Control

Development and promotion of people

Fredmund Malik is an Austrian economist and titular professor of business administration with a special focus on corporate management theory in the Swiss city of St. Gallen. He has published numerous works, mainly on management theories and personnel development strategies.

Take a closer look at these tasks:

Set goals

Setting goals is still recognized today as one of the central management tasks. Many economists believe that managers should set goals together with their employees. The goals should be measurable and motivating. The so-called SMART method is suitable for setting goals in this way:

An effective and proven method for formulating goals is the so-called SMART method. SMART stands for:

Specific

Measurable

Attractive

Realistic

Scheduled

These are the five criteria that should be considered for each goal. This method is a guide that helps to ensure that goals are formulated realistically and therefore remain achievable.

Specific goals are formulated in concrete terms. Ideally, you should not need more than one or two sentences to formulate them. Avoid general formulations. Also ask yourself whether another team member would understand what specifically needs to be done based on your wording.

In order to determine whether a goal has been achieved, the formulations must be in a measurable quantity. This ensures that they can be measured objectively.

One example:

We want to increase traffic to our website by 10 %.

Goals should always be formulated positively. This ensures that they remain attractive in their formulation. The content should also be attractive to the team. Objectives with attractive content are those that benefit the company, the team or the individual employees. Attractive formulations avoid unpleasant words.

One example:

We need to work harder so that the website generates more traffic. The wording work harder makes the goal unpleasant. Better: We work harder and focus on the website to achieve higher traffic.

Goals should always remain realistic. If they are set too eagerly, there is a high probability that they will not be achieved. This in turn demotivates the team in the long term.

Ultimately, goals should be scheduled. Realistic deadlines are also relevant here. Deadlines can be used to check whether the goals have been achieved. Deadlines also help employees to find their way through the process. If all employees are aware of when the targets must be achieved, tasks can be better allocated and sub-targets can be set.

The SMART method helps to effectively agree and review goals. It has already proven its worth in many companies.

By working together, employees can deal with the goals themselves and explain what resources they need to fulfill these goals. As a manager, you in turn gain direct insight into the needs of the employees and can ensure that the resources are made available as quickly as possible. At the same time, it is your responsibility to take corrective action if the goal is lost sight of. In a later section, you will learn more about the rules and principles for setting and formulating goals. At this point, you should remember that defining goals is one of the core tasks of management and should never be lost sight of.

Organize and make decisions

Organization and making decisions are traditional tasks for every manager. In their hands lies the ability to create structure and forge a plan. The topic of decisions can quickly lead to conflict. Some people assume that a manager must be able to make quick decisions at any time. However, quick decisions are not always sensible. Moreover, it is not a question of the manager being able or expected to assert themselves on principle. However, it is the responsibility of a manager to make decisions when they are necessary. In some situations, it may be appropriate to strive for a harmonious consensus as a solution.

Keep control

A manager must also be able to exercise control. It is important that control is not understood as pure domination or harassment. Rather, it is important to ensure in a respectful manner that essential processes take place without friction. Control must be purposeful. They should be given structures where they make sense and ensure that goals are not lost sight of.

Development and promotion of people