(Third instalment of the Conversational Leadership series)
The way a leader communicates with their team largely defines the quality of their leadership. Effective communication is not just about transmitting information—it is about influencing, inspiring, and fostering genuine commitment. Every conversation has the power to build trust, align expectations, and enhance performance, or, conversely, to create confusion, resistance, and demotivation.
Strategic conversations are not superficial exchanges or aimless meetings. They are intentional, structured interactions with a clear purpose, designed to improve decision-making, support professional development, and strengthen organizational culture.
What Makes a Conversation Strategic?
For a conversation to be truly strategic, it must have the following characteristics:
Clear, objective, and structured: Based on facts and observable behaviors, rather than subjective interpretations.
Assertive and growth-oriented: Respectful, empathetic, and focused on continuous improvement and problem-solving, without personal judgments or ambiguity.
Centered on shared responsibility: Encourages agreements and commitments instead of imposing orders, making excuses, or enforcing authority.
When strategic conversations become a regular part of a team’s dynamic, motivation, productivity, and trust naturally increase.
How to Master the Art of Strategic Conversations?
By consistently practicing six key skills that will allow you to positively influence the performance and culture of your team and organization:
1. Assertiveness: Direct and Effective Communication
Assertiveness is the foundation of any strategic conversation. An assertive leader expresses ideas clearly, directly, and respectfully, without being aggressive or passive.
It is important to note that “aggressiveness” in organizational communication tends to occur when the leader is more focused on tasks than on people or when leadership is exercised from a place of positional power rather than personal power.
Conversely, “passivity” occurs when the leader is overly focused on people, resulting in messages that are overly softened or vague, leading to confusion.
Assertiveness, therefore, strikes the right balance between focusing on people and tasks and allows leaders to exercise influence through personal power, not positional authority.
How to Improve Assertive Communication?
Use a kind and authentic tone of voice.
Base statements on objective facts, not assumptions.
Focus on the problem, not the person—describe the situation, its impact, and why it needs to be resolved.
Avoid vague language and communicate expectations precisely.
Balance listening and expressing your point of view.
Use open-ended questions to foster dialogue.
Example of Different Communication Styles:
Aggressive Communication: “You always leave things for the last minute—this is a disaster.”
Passive Communication: “I just wanted to mention that the client isn’t very happy with the delays… I’m not saying it’s your fault, but…”
Assertive Communication: “I’ve noticed that the last three deliveries were delayed. This affects not only your performance but the entire project. I’d like to understand what’s causing these delays. How can we adjust deadlines to ensure timely delivery and improve efficiency?”
2. Effective Feedback: Driving Growth
Strategic conversations should always include elements of feedback. Well-delivered feedback strengthens commitment and performance, while poorly handled feedback generates resistance, confusion, and disengagement.
Key Principles for Strategic Feedback
Focus on specific facts, not assumptions or generalizations.
Describe the impact of actions and why a behavior should be changed or reinforced.
Encourage dialogue and problem-solving rather than one-way criticism.
Make feedback timely and consistent.
Provide both corrective (improvement-focused) and positive (recognition-focused) feedback.
Example of Strategic Feedback:
Ineffective Feedback: “Your presentation was confusing and made no sense.”
Effective Feedback: “In your presentation, I noticed that some key points were unclear to the team. How do you think you could structure it better next time?”
3. Active Listening: Understanding Beyond Words
The most powerful conversations do not always depend on what is said but on how well we listen. A leader who practices active listening can identify needs, anticipate problems, and build trust.
Additionally, paying attention to both verbal and nonverbal communication is essential.
How to Strengthen Active Listening?
Silence your mind—listen to understand, not just to respond.
Maintain eye contact and use nonverbal cues to show interest.
Be mindful of your own body language—your facial expressions and posture matter.
Paraphrase what you hear to ensure understanding: “If I understand correctly, you’re saying that…”
Avoid interrupting—let the other person fully express their thoughts.
Ask open-ended questions to deepen the conversation.
Example:
If an employee says, “I’m not sure if I can finish this project on time.”
Poor response: “Just do your best.”
Better response: “It sounds like you’re concerned about the deadline. What challenges are you facing?”
4. Strategic Support: Guiding Without Taking Over
Many leaders make the mistake of trying to solve every problem for their team. Strategic support does not mean doing the work for others—it means guiding, mentoring, and facilitating growth.
Failing to do this undermines two essential leadership responsibilities:
Delegation
Fostering professional development
Often, when leaders say, “I don’t delegate because I don’t trust the work will meet my standards,” it is because they have not invested in properly developing their team—but that is a topic for another discussion.
Principles of Strategic Support
Ask questions instead of giving answers—help others think critically.
Let go of control when necessary—trust your team’s ability to solve problems.
Encourage autonomy and confidence—help your team develop their own judgment.
Serve as a mentor—share knowledge and support skill-building.
Example:
Ineffective leadership: “Let me check your presentation. I’ll correct it before we send it.”
Effective leadership: “Before you submit it, review it using these three key criteria and let me know if you need any help.”
5. Establishing Clear Agreements: Defining Expectations with Precision
A strategic leader leaves no room for interpretation. Well-defined agreements reduce uncertainty and reinforce individual and collective accountability.
How to Set Effective Agreements?
Clearly define what is expected and by when.
Explain the purpose and importance of the agreement.
Identify potential obstacles and strategies to overcome them.
Establish who will follow up, when, and how.
6. Managing Unmet Agreements: Addressing Issues Without Conflict
When an agreement is not fulfilled, how a leader addresses the situation can either correct the course or damage the relationship.
How to Handle Unmet Agreements Effectively?
Avoid emotional confrontation—focus on observable facts.
Use dialogue to uncover reasons behind the issue.
Reinforce the importance of the agreement and its impact.
Collaborate on a solution rather than imposing a consequence.
Create a revised agreement following the steps above.
Final Reflection: Leadership Through Strategic Conversations
If you have been following this series on Conversational Leadership, you are beginning to see that effective leadership is not just about results—it is about the quality of the relationships and conversations that drive those results.
A leader who consistently engages in strategic conversations achieves:
Teams that are more committed and motivated.
An environment of trust and collaboration.
Fewer conflicts and greater clarity in objectives.
A positive impact on both performance and organizational culture.
Ask Yourself:
Do your conversations bring clarity or confusion?
Do you listen actively or just wait for your turn to speak?
Are your agreements explicit or open to interpretation?
Do you follow up on agreements or assume they will be fulfilled?
Do you have a clear strategy for handling unmet commitments?
The power of strategic conversations lies in their ability to transform teams, strengthen culture, and drive results. Are you fully leveraging this power in your leadership?
https://marisolzimbron.com.mx/wp-content/uploads/2025/03/Liderazgo-conversacional-imagenes-2.jpg10801920Marisol Zimbrón Floreshttps://marisolzimbron.com.mx/wp-content/uploads/2024/02/marisolcoachejecutivo-en-2-e1708193491635.pngMarisol Zimbrón Flores2025-03-03 18:20:122025-03-03 18:20:12The Power of Strategic Conversations in Leadership
Leading is much more than managing tasks or supervising processes; it is about influencing, inspiring, and developing talent within the organization. An effective leader does not merely direct but also creates environments where people can grow, learn, and contribute to their fullest potential.
Conversational leadership, which encompasses the ability to provide effective feedback, establish clear agreements, foster dialogue, and actively listen, is one of the most powerful skills for enhancing performance and fostering commitment within teams.
The Power of Conversational Leadership
The way a leader communicates with their team not only determines the quality of relationships with employees but also their ability to influence performance and motivation.
Every conversation is an opportunity to align expectations, solve problems, drive growth, and reinforce trust and a sense of belonging.
Conversational leadership is not about speaking more—it is about speaking better. A leader who masters this skill:
Builds trust through clear, transparent, and fact-based communication.
Promotes accountability by setting specific, verifiable agreements.
Reduces resistance to change by handling difficult conversations with empathy and assertiveness.
Enhances performance by providing consistent, valuable feedback that motivates and guides improvement.
To develop effective conversational leadership, every leader must master three essential skills: delivering effective feedback, establishing agreements, and practicing active listening.
1. Effective Feedback: Inspiring Growth
Feedback is one of the most powerful tools for continuous improvement, development, and performance. When delivered correctly, it does not just correct mistakes—it reinforces positive behaviors, motivates employees, and guides them toward ongoing growth.
However, poor feedback can lead to demotivation, frustration, and resistance. That is why it must be clear, specific, and constructive.
Keys to Effective Feedback
Base it on facts, not opinions. Saying, “I noticed that in the last meeting you contributed innovative ideas” is more useful than “You’re always very creative.”
Balance positive and corrective feedback. Aim for 50% reinforcement and 50% adjustment.
Focus on impact. Explain why a behavior should be changed or reinforced.
Be timely. Do not wait for performance reviews to provide feedback.
The best conversations happen at the right moment.
Example of a Feedback Conversation
Ineffective feedback: “You always submit reports late, and this is slowing us down.”
Effective feedback: “I noticed that the last three reports were submitted past the deadline. This delayed the team’s analysis. How can we adjust the process to meet deadlines without compromising quality?”
Notice the difference? The second version is more effective because it identifies the behavior, explains its impact, and opens the door to dialogue and solutions.
2. Establishing Agreements: Creating Accountability and Commitment
One of the most common leadership mistakes is relying on implicit expectations rather than clear agreements.
Unstated expectations lead to confusion, missed commitments, and frustration. A well-defined agreement, on the other hand, clarifies what is expected, how progress will be monitored, and how success will be measured.
How to Build an Effective Agreement
Define what is expected. What behavior or outcome is desired?
Explain the purpose. Why is it important for the individual, the team, or the organization?
Identify possible obstacles. What could hinder the agreement’s fulfillment? It is crucial to ask the other person for their perspective to foster a constructive dialogue and jointly design strategies to overcome these obstacles.
Determine how progress will be tracked. How and when will progress be reviewed?
Define success. How will both parties know, without a doubt, that the agreement has been fulfilled?
Example of a Poorly Established Agreement
“I need you to improve your report execution.”
Example of a Well-Established Agreement
“Starting next month, we agree that reports will be submitted by the 5th of each month, ensuring they include updated quarterly data. We will review progress together in the weekly team meeting every Wednesday.”
This agreement is clear, measurable, and includes a follow-up plan, avoiding misunderstandings and reinforcing accountability.
Once the agreement is established, ask:
“What are your thoughts on our conversation?”
“Do you have any questions about our agreement?”
Open-ended questions—those that cannot be answered with a simple “yes” or “no”—encourage dialogue and help ensure that both parties fully understand and accept the agreement.
3. Active Listening: The Key to Connection and Empathetic Leadership
A leader who does not listen misses the opportunity to understand their team, anticipate problems, and build trust. Active listening is not just about hearing words—it is about understanding the message, emotions, and context.
Without proper listening, there is no real dialogue.
Principles of Active Listening
Give your full attention. Put your phone away, clear your mind, and focus on the speaker.
Be mindful of your nonverbal communication. Your facial expressions, tone of voice, body language, and eye contact all convey messages.
Avoid interrupting. Allow the other person to express themselves before responding.
Paraphrase. “If I understand correctly, what you’re saying is…”
Observe the speaker’s body language and tone. Do they appear confident or uncertain?
Example of Active Listening in Action
Employee: “I don’t think I have enough resources to complete the new project.”
Ineffective response: “You just have to figure it out.”
Effective response: “It sounds like you’re concerned about the lack of resources. What specifically do you need to move forward?”
Why is the second response better? It demonstrates empathy and opens the door to a constructive conversation.
Transforming Leadership Through Communication
A conversational leader does not just direct or solve problems—they facilitate growth and high performance.
The three key skills we have explored—effective feedback, clear agreements, and active listening—are fundamental pillars for building trust, aligning expectations, and optimizing team performance.
Reflect on Your Leadership
Are your conversations clear or do they create confusion?
How do you provide feedback and establish agreements?
Do you truly listen to your team, or do you just wait for your turn to speak?
Conversational leadership is one of the most valuable skills in any organization. Mastering it will not only improve your team’s culture and performance but also strengthen your relationships and impact as a leader.
Are you ready to take your leadership to the next level? Start transforming your conversations today.
https://marisolzimbron.com.mx/wp-content/uploads/2025/02/Liderazgo-conversacional-imagenes.jpg10801920Marisol Zimbrón Floreshttps://marisolzimbron.com.mx/wp-content/uploads/2024/02/marisolcoachejecutivo-en-2-e1708193491635.pngMarisol Zimbrón Flores2025-02-27 12:01:402025-02-27 12:01:40Conversational Leadership: The Key to Influence, Growth, and High Performance
Introduction to the Series: Conversational Leadership for High Performance
The success of an organization is not solely determined by its strategies or products, but by the quality of its leaders and their ability to communicate effectively. In a world where uncertainty, digital transformation, and the need for agility dominate the business landscape, leadership can no longer be confined to decision-making based on authority. Today, the true differentiator lies in personal power versus positional power—and, most importantly, in Conversational Leadership.
This approach not only enhances communication within teams but also fosters trust, collaboration, and commitment. A leader who masters the art of strategic conversations can inspire, guide, and develop talent without resorting to imposition, minimizing unnecessary conflicts and promoting a high-performance culture.
What to Expect from This Series
In this series of articles, we will explore the core skills of Conversational Leadership, addressing fundamental questions such as:
How can feedback be delivered effectively without generating resistance?
How can difficult conversations be turned into opportunities for growth?
How can leaders ensure commitments are upheld without resorting to excessive control?
What role does active listening play in building successful workplace relationships?
How can communication be leveraged to foster accountability and team engagement?
Each article will focus on one of these essential competencies, providing practical strategies that you can immediately implement to transform your leadership style and enhance your team’s performance.
Why Is This Series Essential for Leaders and Organizations?
Because the way we speak determines the way we lead. Leadership based on strategic conversation ensures that people feel heard, valued, and aligned with organizational goals. This, in turn, leads to higher productivity, greater innovation, and a healthier, more dynamic work environment.
If you are looking to elevate your leadership and strengthen your company’s culture, this series is for you.
Welcome to the journey toward a more conscious, effective, and human-centered leadership.
https://marisolzimbron.com.mx/wp-content/uploads/2025/02/liderazgo-conversacional-1.jpg10801920Marisol Zimbrón Floreshttps://marisolzimbron.com.mx/wp-content/uploads/2024/02/marisolcoachejecutivo-en-2-e1708193491635.pngMarisol Zimbrón Flores2025-02-25 00:18:402025-02-27 12:13:49Conversational Leadership for High Performance
The Power of Strategic Conversations in Leadership
The Power of Strategic Conversations
(Third instalment of the Conversational Leadership series)
The way a leader communicates with their team largely defines the quality of their leadership. Effective communication is not just about transmitting information—it is about influencing, inspiring, and fostering genuine commitment. Every conversation has the power to build trust, align expectations, and enhance performance, or, conversely, to create confusion, resistance, and demotivation.
Strategic conversations are not superficial exchanges or aimless meetings. They are intentional, structured interactions with a clear purpose, designed to improve decision-making, support professional development, and strengthen organizational culture.
What Makes a Conversation Strategic?
For a conversation to be truly strategic, it must have the following characteristics:
When strategic conversations become a regular part of a team’s dynamic, motivation, productivity, and trust naturally increase.
How to Master the Art of Strategic Conversations?
By consistently practicing six key skills that will allow you to positively influence the performance and culture of your team and organization:
1. Assertiveness: Direct and Effective Communication
Assertiveness is the foundation of any strategic conversation. An assertive leader expresses ideas clearly, directly, and respectfully, without being aggressive or passive.
It is important to note that “aggressiveness” in organizational communication tends to occur when the leader is more focused on tasks than on people or when leadership is exercised from a place of positional power rather than personal power.
Conversely, “passivity” occurs when the leader is overly focused on people, resulting in messages that are overly softened or vague, leading to confusion.
Assertiveness, therefore, strikes the right balance between focusing on people and tasks and allows leaders to exercise influence through personal power, not positional authority.
How to Improve Assertive Communication?
Example of Different Communication Styles:
2. Effective Feedback: Driving Growth
Strategic conversations should always include elements of feedback. Well-delivered feedback strengthens commitment and performance, while poorly handled feedback generates resistance, confusion, and disengagement.
Key Principles for Strategic Feedback
Example of Strategic Feedback:
3. Active Listening: Understanding Beyond Words
The most powerful conversations do not always depend on what is said but on how well we listen. A leader who practices active listening can identify needs, anticipate problems, and build trust.
Additionally, paying attention to both verbal and nonverbal communication is essential.
How to Strengthen Active Listening?
Example:
If an employee says, “I’m not sure if I can finish this project on time.”
4. Strategic Support: Guiding Without Taking Over
Many leaders make the mistake of trying to solve every problem for their team. Strategic support does not mean doing the work for others—it means guiding, mentoring, and facilitating growth.
Failing to do this undermines two essential leadership responsibilities:
Often, when leaders say, “I don’t delegate because I don’t trust the work will meet my standards,” it is because they have not invested in properly developing their team—but that is a topic for another discussion.
Principles of Strategic Support
Example:
5. Establishing Clear Agreements: Defining Expectations with Precision
A strategic leader leaves no room for interpretation. Well-defined agreements reduce uncertainty and reinforce individual and collective accountability.
How to Set Effective Agreements?
6. Managing Unmet Agreements: Addressing Issues Without Conflict
When an agreement is not fulfilled, how a leader addresses the situation can either correct the course or damage the relationship.
How to Handle Unmet Agreements Effectively?
Final Reflection: Leadership Through Strategic Conversations
If you have been following this series on Conversational Leadership, you are beginning to see that effective leadership is not just about results—it is about the quality of the relationships and conversations that drive those results.
A leader who consistently engages in strategic conversations achieves:
Ask Yourself:
The power of strategic conversations lies in their ability to transform teams, strengthen culture, and drive results. Are you fully leveraging this power in your leadership?
Conversational Leadership: The Key to Influence, Growth, and High Performance
Leading is much more than managing tasks or supervising processes; it is about influencing, inspiring, and developing talent within the organization. An effective leader does not merely direct but also creates environments where people can grow, learn, and contribute to their fullest potential.
Conversational leadership, which encompasses the ability to provide effective feedback, establish clear agreements, foster dialogue, and actively listen, is one of the most powerful skills for enhancing performance and fostering commitment within teams.
The Power of Conversational Leadership
The way a leader communicates with their team not only determines the quality of relationships with employees but also their ability to influence performance and motivation.
Every conversation is an opportunity to align expectations, solve problems, drive growth, and reinforce trust and a sense of belonging.
Conversational leadership is not about speaking more—it is about speaking better. A leader who masters this skill:
To develop effective conversational leadership, every leader must master three essential skills: delivering effective feedback, establishing agreements, and practicing active listening.
1. Effective Feedback: Inspiring Growth
Feedback is one of the most powerful tools for continuous improvement, development, and performance. When delivered correctly, it does not just correct mistakes—it reinforces positive behaviors, motivates employees, and guides them toward ongoing growth.
However, poor feedback can lead to demotivation, frustration, and resistance. That is why it must be clear, specific, and constructive.
Keys to Effective Feedback
The best conversations happen at the right moment.
Example of a Feedback Conversation
Notice the difference? The second version is more effective because it identifies the behavior, explains its impact, and opens the door to dialogue and solutions.
2. Establishing Agreements: Creating Accountability and Commitment
One of the most common leadership mistakes is relying on implicit expectations rather than clear agreements.
Unstated expectations lead to confusion, missed commitments, and frustration. A well-defined agreement, on the other hand, clarifies what is expected, how progress will be monitored, and how success will be measured.
How to Build an Effective Agreement
Example of a Poorly Established Agreement
Example of a Well-Established Agreement
This agreement is clear, measurable, and includes a follow-up plan, avoiding misunderstandings and reinforcing accountability.
Once the agreement is established, ask:
Open-ended questions—those that cannot be answered with a simple “yes” or “no”—encourage dialogue and help ensure that both parties fully understand and accept the agreement.
3. Active Listening: The Key to Connection and Empathetic Leadership
A leader who does not listen misses the opportunity to understand their team, anticipate problems, and build trust. Active listening is not just about hearing words—it is about understanding the message, emotions, and context.
Without proper listening, there is no real dialogue.
Principles of Active Listening
Example of Active Listening in Action
Why is the second response better? It demonstrates empathy and opens the door to a constructive conversation.
Transforming Leadership Through Communication
A conversational leader does not just direct or solve problems—they facilitate growth and high performance.
The three key skills we have explored—effective feedback, clear agreements, and active listening—are fundamental pillars for building trust, aligning expectations, and optimizing team performance.
Reflect on Your Leadership
Conversational leadership is one of the most valuable skills in any organization. Mastering it will not only improve your team’s culture and performance but also strengthen your relationships and impact as a leader.
Are you ready to take your leadership to the next level? Start transforming your conversations today.
Conversational Leadership for High Performance
Introduction to the Series: Conversational Leadership for High Performance
The success of an organization is not solely determined by its strategies or products, but by the quality of its leaders and their ability to communicate effectively. In a world where uncertainty, digital transformation, and the need for agility dominate the business landscape, leadership can no longer be confined to decision-making based on authority. Today, the true differentiator lies in personal power versus positional power—and, most importantly, in Conversational Leadership.
This approach not only enhances communication within teams but also fosters trust, collaboration, and commitment. A leader who masters the art of strategic conversations can inspire, guide, and develop talent without resorting to imposition, minimizing unnecessary conflicts and promoting a high-performance culture.
What to Expect from This Series
In this series of articles, we will explore the core skills of Conversational Leadership, addressing fundamental questions such as:
Each article will focus on one of these essential competencies, providing practical strategies that you can immediately implement to transform your leadership style and enhance your team’s performance.
Why Is This Series Essential for Leaders and Organizations?
Because the way we speak determines the way we lead. Leadership based on strategic conversation ensures that people feel heard, valued, and aligned with organizational goals. This, in turn, leads to higher productivity, greater innovation, and a healthier, more dynamic work environment.
If you are looking to elevate your leadership and strengthen your company’s culture, this series is for you.
Welcome to the journey toward a more conscious, effective, and human-centered leadership.