Leadership Communication: The One Conversation New Managers Avoid (And Why It Breaks Trust)
Leadership communication isn’t about being nice.
It’s about being clear before small problems become team drama.
I watched a new manager lose their team without realizing it.
Not through a big mistake.
Through silence.
One person on the team kept missing deadlines.
Nothing catastrophic, just enough to create extra work for everyone else.
The manager tried to be “understanding.”
They covered the gaps.
They pushed deadlines.
They said, “It’s fine” in meetings.
But the team saw something else:
Rules for one person.
Pressure for everyone else.
A month later, the manager finally addressed it.
And by then, the damage was done.
Resentment had already become culture.
By the end of this, you’ll know how to handle performance issues early using leadership communication that protects trust.
Use this framework: The 5-Part Clarity Conversation
Start with the shared goal
“This role matters because the team depends on your part for us to hit X.”
Name the observable behavior (no labels)
“In the last 3 weeks, the campaign brief was late twice and the QA checklist was missed once.”
Explain the impact on the team
“When that happens, others stay late to patch it, and we miss review windows.”
Ask for the real constraint
“What’s getting in your way right now: time, clarity, workload, or something else?”
Agree on a next step and a check-in
“Let’s reset expectations: brief by Tuesday 2pm, checklist attached, and we’ll review progress next Friday.”
Mini scenario (what this sounds like in real life):
Not: “You need to be more responsible.”
Say: “I’m noticing a pattern that’s hurting delivery. I want to understand what’s causing it, and fix it together.”
Then shut up and listen.
This isn’t about being harsh.
It’s about being fair.
Because the fastest way to lose a good team is to make high performers carry low clarity.
If you lead with clarity, you don’t create fear.
You create stability.
And stability is what makes people do their best work.
What’s harder for you in leadership communication: starting the conversation, staying calm, or setting consequences?
Comment one and I’ll share a script you can use word-for-word in your next 1:1.
Nelson Ingle2 Comments
@victor-o Brilliant post Victor, loved the tactical tips to becoming a better leader!
As one of my favorite xSEAL leaders Jocko Willink says – ‘a leaders action of what they “tolerate” defines the team’s standard and culture.1-
that is a nice saying from your xSEAL leader, i am glad you love the tips
