Privately collect input from team members to understand specific concerns and patterns. Create a safe environment for the team to discuss issues respectfully and constructively. Share specific examples of how their communication style affects team morale and performance. Foster open and consistent communication between the leader and the team to rebuild trust. Help the leader understand team members’ perspectives and adapt their tone, timing, or delivery accordingly. Regularly check in with the team to ensure improvements are being made and dynamics are improving.

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.

Wenn der Kommunikationsstil einer Führungskraft die Teamdynamik belastet, ist schnelles Handeln wichtig. Führen Sie zun?chst offene Gespr?che mit Teammitgliedern, um konkrete Probleme zu identifizieren. Sprechen Sie dann mit der Führungskraft, geben Sie ehrliches Feedback und bieten Sie Coaching oder Kommunikationstrainings an. F?rdern Sie klare, respektvolle Kommunikationsregeln im Team. Vermitteln Sie bei Konflikten aktiv und schaffen Sie Raum für konstruktive Dialoge, um Vertrauen und Zusammenarbeit wiederherzustellen.

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.

It's best using the SBI model to address a leader’s communication style. Situation-Behaviour-Impact. EXAMPLE: " I noticed during yesterday’s team meeting (Situation) that when [Team Member] shared their idea, your response was quite direct and pointed out the flaws right away (Behavior). I think your intention was to help refine the idea, which is great, but it seemed to make them hesitant to continue explaining (Impact)." Privately discuss with the leader, highlighting the impact rather than blaming. And lastly - offer resources to help the leader adapt their style, such as communication workshops, coaching etc.