This document discusses effective communication techniques for leadership. It emphasizes coaching employees to achieve business results rather than micromanaging. Leaders should build trust, listen, develop individual strengths, and endorse growth. Coaching involves stopping solutions and decisions, and creating an environment where people want to work. Asking open and probe questions seeks information and shows interest. Good listening involves concentrating, clarifying, and commenting without interrupting. Feedback should be specific, descriptive, and focus on behaviors. Counseling at work helps employees manage their own decision making. The counseling process includes understanding issues, empowering solutions, and providing resources. Effective counseling listens intelligently, avoids judgment, defines problems, changes perspectives, observes behavior, and concludes productively.

1. COMMUNICATION
FOR
LEADERSHIP
BY
Dr Mukul Mukherjee

2. COACHINGCOACHING
Developing employees in rderDeveloping employees in rder
to achieve business resultsto achieve business results
rather than micro-managingrather than micro-managing
their every movetheir every move

3.  Build trust
 Listen
 Develop the strength of each employee
 Endorse effort and growth
Making coaching behaviour
part of what you do

4. Making coaching behaviour
part of what you do(contd)
 Stop providing solution
 Stop making all decisions
 Create an environment where
people want to work with you

5. ASKING THE RIGHT
QUESTIONS
The two main approaches to
use are open and probe
questions

6. OPEN QUESTIONS
Open questions can be put in a ‘tell me’
form, such as :
 Tell me, why do you think that
happened ?
 Tell me, how did you handle that
situation ?
 Tell, how is this project going ?
 Tell me, what do you think your key
objectives are going to be next year ?

7. PROBE QUESTIONS
These seek specific information on
what has happened, and why. They
can :
Show interest and encouragement
by making supportive statements
followed by questions : ‘I see, and
then what ?’

8. Seek further information by asking
‘Why ?’, ‘Why not ?’ or ‘What do you
mean ?’
Explore attitudes : ‘To what extent
do you believe that …. ?’
Reflect views : ‘Have I got the right
impression ? Do you feel that …. ?’
PROBE QUESTIONS(contd)

9. LISTENING
Reviewing need to develop and
practise the art of listening
carefully. Good listeners :
Concentrate on the speaker, alert
at all times to the nuances of
what is being said

10. Respond quickly when appropriate,
but do not interrupt unnecessarily
Ask questions to clarify meaning
Comment as necessary on the
points made to demonstrate
understanding, but not at length.
LISTENING (contd)

11. Giving Feedback
Build feedback into the job
Provide feedback on actual events
Describe, don’t judge
Refer to specific behaviours
Ask questions

12. Get people to work things out
for themselves
Select key issues
Focus
Show understanding
Giving Feedback (contd)

13. COUNSELLING
Workplace counselling can be
defined as :
Any activity in the workplace where one
individual uses a set of skills and
techniques to help another individual to
take responsibility for and to manage
their own decision-making, whether it is
work related or personal.

14. Counselling Stages
The counselling process
consists of three stages :
Recognition and understanding
– recognising the existence of
problems and issues

15. Empowering – enabling
employees to recognise their
own problem or situation and
encouraging them to express it,
work out a solution and take
action to implement it
Counselling Stages (contd)

16. Resourcing – managing the
problem, which will include
deciding on any further help
individuals many need from
their managers, a specialist or
an outside resource.
Counselling Stages (contd)

17. Approach to Counselling
 Listen with intelligence and
understanding
 Avoid being judgemental
 Define the problem
 Change the perspective
 Stay alert and flexible
 Observe behaviour
 Conclude the meeting.