Why you should…
Strong communication is essential for career growth, but it’s not one-size-fits-all. While most of us feel confident talking with peers, conversations with your supervisor or executive leadership often call for a more intentional approach.
In today’s workplace, we’re navigating more than just different generations, we’re navigating different styles of communication. How we frame a message, the way we deliver it, and how it’s received can vary widely.
Want to build influence? Learn to “speak the language” of your leader. Adapting your message to meet their communication preferences helps ensure your ideas land with clarity and impact.
How different generations communicate…
Accounting for each person’s individuality, there are some general communication behaviors that can be defined by generational segments.
Boomers (1946-1964) lean toward in-person interactions, phone calls and structured emails.
Gen X (1965-1980) open flexibility in meetings from in-person to virtual, concise emails and
texting for quick answers.
Millennials (1981-1996) collaborative interactions leveraging platforms, immediate responses
on variety of messaging systems, and less formality in emails.
Gen Z (1997-2012) digital interactions through texting and messaging apps, fast
communication with short responses, and aversion to phone calls.
With so many communication preferences at play, it’s easy for messages to get muddled. What feels clear to one person may land completely differently with another.
That’s why it’s worth taking the time to understand how your leader prefers to receive and process information. The more attuned you are to their communication style, the more effectively your message will land and the more confident you’ll feel navigating important conversations.
Communicate effectively with your leadership…
- Not only learn but use your leader’s communication style.
Observe how they deliver important information. Emails with detailed content prior? Handouts distributed during meetings? Hyperlinks to shared folders? Only broad context for group discussion?
Each of these approaches provides insight into how they prepare and deliver information. It’s also an indicator of how they receive information.
- Know the signs of a bad time to introduce a new concept. Their openness to new ideas or creative improvements often depends on timing, and peak periods of pressure aren’t ideal.
Be mindful of key stress points like upcoming executive meetings, quarterly reporting deadlines, or major team deliverables. Understanding these rhythms allows you to time your pitch or proposal when your boss is more likely to be focused, open, and fully present.
- Understand what they’re accountable for and determine which part of your job supports this metric. This will not only help you perform your job better, but you’ll also gain crucial insight into organizational functionality.
Pay attention to what data your leader needs for reporting, forecasting or strategic planning. Hard numbers as well as projections of anticipated gains or setbacks provide an opportunity to have a conversation with them to improve processes or systems.
- Anticipate their next question or need. A proactive mindset strengthens collaboration and helps you become a valuable, trusted team member. Instead of waiting for direction, think ahead and consider what your manager might ask next.
Understanding how systems work and how your role impacts other teams gives you insight into the bigger picture. It also sharpens your ability to contribute strategically and work more effectively across functions.
- Provide status reports that summarize impact and accomplishments. Time is a valuable commodity for your leader, so be concise.
Resist the practice of providing an overly detailed summary or lengthy email thread. Important information can be missed when it’s buried in pages of content. Whereas a summary provides an overview so you can provide further details if requested.
- Remember they are human too. Leadership often comes with pressure, long hours, and tough decisions. That weight can sometimes come across as distance or indifference—but it’s rarely personal.
You don’t need to be close friends with your boss, but leading with empathy helps you stay attuned to the demands they’re juggling. A little understanding goes a long way in building mutual respect and strengthening workplace relationships.
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If you’re interested in coaching to improve your communication skills…let’s talk!
