First of all it should be thoroughly understood that whether the communication style is a concern or the expectations from the leader. If the expectations are unreasonable it should be discussed in an open and transparent manner. If the concern is purely communication style, the feedback shall be shared with real time incidents with the leader in a manner that’s it’s absorbed in the right perspective. Feedback shall have positive affirmations too, to ensure that the leader reflects on his/her behaviour appropriately. Also by giving feedback, it shouldn’t be assumed that there will be immediate changes. So the team should also be given comfort to deal with it patiently as any expected change is a gradual process.

Addressing the leader’s communication challenges involves fostering open dialogue and emphasizing understanding and connection. Highlighting the impact of words and tone on trust and collaboration can encourage intentional, empathetic communication that aligns with shared values, ensuring every voice is heard and respected to strengthen the team’s culture and purpose.

As a leader, it's essential to foster a positive, open atmosphere where team members feel comfortable sharing their thoughts and concerns. To address these challenges effectively, leaders should schedule one-on-one meetings with team members. This allows for open dialogue, where employees can express their perspectives in a private, non-threatening environment. It's crucial to listen carefully and take note of their feedback, using it to adjust your approach and improve communication. By doing so, leaders can create an inclusive and supportive work environment, ensuring that all team members are heard and valued. Thanks 🙏

Emphasize to the team that it takes time to adjust to a leader's communication and working style. Rather than comparing with earlier situation, the wise thing would be to start afresh and focus on understanding the new leader and his/communication style. To ensure that there are no communication gaps, advise them to summarise expectations and ask for confirmation. Also, politely, but candidly, clarify by asking the relevant questions. Gradually, mutual understanding would increase and things would settle down. After some level of comfort has been achieved, start giving suggestions for making things better. PS: find ways to let the concerned leader know that the team needs better understanding of his/her expectations.

I would encourage open dialogue, seek clarity from the leader, and suggest communication training to improve team dynamics.

💎 ¿Cómo lidiar con un jefe que no sabe comunicarse?Muchos equipos enfrentan este desafío. 🗝️ El impacto del estilo de #comunicación en la dinámica de equipos, afecta la #motivación, confianza, productividad y relaciones interpersonales. ✅ Para mantener la calma y la #productividad: 📍#Fomenta el diálogo abierto. 📍 Crea un espacio cómodo donde expresen sus inquietudes. 📍 Busca la claridad. Pídele a tu jefe ejemplos concretos para evitar malentendidos, dale #feedback constructivo. ✳️ Si tu jefe no sabe comunicarse, ¡No te estreses! Crea un espacio seguro, pide claridad y dale feedback constructivo. ¡Mejora la comunicación en tu equipo y aumenta la productividad! Éxitos!👍 #liderazgo #gestióndetalento #desarrollodelliderazgo

When a leader’s communication style affects team dynamics, address the issue with a focus on clarity and collaboration. 📌 Begin by gathering feedback from the team to understand specific concerns and patterns. 📌 Approach the leader privately with a constructive conversation, emphasizing the importance of adapting communication to meet team needs. 📌 Provide actionable suggestions, such as active listening, clarity in messaging, or adjusting tone and delivery. 📌 Facilitate training or coaching if necessary. 📌 Simultaneously, encourage open feedback loops within the team to foster trust and transparency. By aligning the leader’s style with the team’s expectations, you can restore harmony and strengthen overall performance.

Une équipe est un système interconnecté où chaque individu apporte son unicité, ses sensibilités. Si la communication du manager ne colle pas, des tensions émergent. 🧠Le cerveau humain, cherche généralement la simplicité, cela peut exacerber ces blocages par des biais cognitifs : malentendus, frustrations, désengagement. 📌La clé ? Créer un espace de sécurité psychologique qui s’appuie sur l’intelligence émotionnelle. Écouter sans jugement, indentifier ce qui raisonne dans l’équipe, ajuster son style, créer un espace de dialogue sûr. L’objectif : désamorcer les tensions et aligner l’équipe. Communiquer c’est conscientiser et s’adapter : par l’écoute active un manager peut transformer les défis en leviers de cohésion.