“Wise men speak because they have something to say; fools because they have to say something.” – Plato
Have you ever explained something in a meeting—clearly, you thought—only to realize no one truly understood what you said? It’s one of the most frustrating moments for any leader. But the problem isn’t always the content of your message—it’s how you deliver it.
In our fast-paced, often remote world, effective communication has become more complex and more critical than ever. To truly be heard, leaders must go beyond simply delivering information. They need to connect, clarify, and adapt to how others process and receive that message.
This begins with understanding learning styles. While communication is about sending messages, learning is about how people receive and internalize them. Some team members need to see information—they’re visual learners. Others need to hear it—they’re auditory learners. Still others need to experience or engage with it physically—they’re kinesthetic.
As a leader, you can’t afford to cater to only one style. Instead, incorporate multiple learning methods into your communication. Say things like, “Let me show you the data…” (visual), “Let’s talk it through…” (auditory), and “Try it out and let me know how it feels…” (kinesthetic). When you include all three, your message lands more effectively across a diverse team.
But learning styles are only one piece of the puzzle. You also need to account for communication preferences. Some people prefer direct, concise conversations. Others need detailed context to fully engage. Some appreciate enthusiasm and storytelling; others want bullet points and a clear next step.
The best communicators are also the best listeners. Pay attention to how others respond. Are they nodding along, asking clarifying questions, or looking lost? Do they follow up with action, or ask for another meeting? These subtle cues tell you how well your message was received—and how to improve.
It’s also helpful to use communication tools like DISC assessments to understand your team’s natural preferences. DISC can help you recognize who needs big-picture framing (the D), who wants collaboration (the I), who needs time and structure (the S), and who thrives on details and accuracy (the C). Adjusting your tone and pace accordingly shows empathy—and builds trust.
For example, if you’re speaking to a direct, fast-moving personality, lead with the bottom line. If you’re addressing a thoughtful, cautious person, start with the background and logic. Neither approach is better—they’re just different. And being heard depends on matching your message to their style.
Remote communication adds even more complexity. Without body language or tone, words can easily be misinterpreted. That’s why it’s important to reinforce your message across platforms: follow up video calls with emails, use screen sharing when explaining something technical, and check for understanding regularly.
You might ask, “What did you hear me say just now?” or “What do you see as the next step?” This creates a feedback loop that ensures alignment—and gives you a chance to adjust before misunderstandings take root.
Ultimately, being heard as a leader is about intention. It’s not just about saying things. It’s about making sure they land, are understood, and inspire action. And that means slowing down long enough to understand your audience and adjusting your style to meet theirs.
“Wise men speak because they have something to say; fools because they have to say something.” – Plato
In a world full of noise, leaders who can adapt how they communicate—across learning and communication styles—stand out. They don’t just speak. They connect. And in doing so, they build trust, clarity, and momentum.
So next time you’re preparing to lead a meeting, launch a project, or coach your team—pause. Ask yourself, “How can I say this so that *everyone* understands it?” That’s the question great leaders always ask.
Because leadership isn’t about volume—it’s about resonance. It’s about being the kind of leader people not only listen to, but remember.
