Leadership Without
Losing Your Soul
Podcast with David Dye
When it comes to critical messages, communicating once is never enough. In this episode, get practical (and creative) ways you can master 5×5 communication and ensure your team understands what matters most.
Want more human-centered leaders in the workplace? Share this today!
Want more human-centered leaders in the workplace? Share this today!
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David Dye helps human-centered leaders find clarity in uncertainty, drive innovation, and achieve breakthrough results. He’s the President of Let’s Grow Leaders, an international leadership development and training firm known for practical tools and leadership development programs that stick. He’s the award-winning author of four books including Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates and Powerful Phrases for Dealing with Workplace Conflict, and hosts the popular Leadership without Losing Your Soul podcast. David is a former executive and elected official. David and his wife and business partner, Karin Hurt, are committed to their philanthropic initiative, Winning Wells – building clean water wells for the people of Cambodia.
Leadership Training Programs
Communicating key messages in the Facilities Management(FM) environment can be challenging. FM staff occupy various roles,such as administrative support, maintenance technisions,engineers,architects, supervisors or management.Some reguire practical or detail information ,some strategic insights. Any recommendation how we can pitch our key message that it’s is not lost in unnessary detail.
Thank you
Hi Vernon,
Thanks for the question. You describe an important aspect of communicating key messages: helping each person know how THEY fit in. When I’m crafting key messages for a varied group like the FM professionals you describe, we’ll take time to work with people from those various roles to discuss what they need, the level of detail required, when they need it, and how they can take meaningful action. For some, a high level “WHY” with a short description of a change might be enough. For others, a more strategic analysis along with a framework might be what they need, followed by an invitation to figure out how they can act on it successfully.