Elevating Communication & Leadership

Source: ELM Learning

As leaders, we spend an outsized portion of our week communicating: writing docs, aligning stakeholders, facilitating decisions, handling conflict, and translating complexity into action.
But here's the uncomfortable truth: talking a lot ≠ communicating well.
In a recent leadership session facilitated by executive coach Katie Oliva, we explored what makes communication actually impactful especially in fast-moving, remote, cross-functional environments. The session focused on three pillars that sound simple, but are deceptively hard to execute consistently:
Clarity: Make it easy to understand
Confidence: Make it easy to believe
Connection: Make it feel relevant and human

This post is my product-leader take: what I heard, what I'm applying, and a set of practical tools you can use immediately in your next meeting.
Why communication fails (even when we think it's "fine")
One theme that resonated: leaders often believe they are being clear - while their teams walk away uncertain. The gap shows up in familiar symptoms:
"So… who owns that?"
"Wait, I thought we decided X."
"We're aligned" (but everyone is aligned to a different mental model)
Endless follow-ups because the first message didn't land

In product orgs, this becomes expensive quickly: cycle time increases, trust erodes, decisions stall, and people fill ambiguity with assumptions.
The three pillars of impactful communication
1) Clarity: simple, direct language + explicit expectations
Clarity isn't about saying more. It's about reducing interpretation.
Practical moves for clarity:
Use concrete nouns and verbs (not abstractions)
Say the decision, the owner, and the deadline
Replace "should" and "maybe" with "will" or "won't"
End updates with what you need from others

A PM-friendly clarity checklist
What decision are we making (or not making)?
Who owns the next step?
What does "done" look like?
By when?
What are the risks / tradeoffs?

If your update doesn't answer those, it's not an update - it's a teaser.
2) Confidence: assured delivery without pretending you know everything
A misconception: confidence means being loud, certain, or "executive." In practice, confidence is calm ownership of reality.
Confidence sounds like:
"Here's what we know."
"Here's what we don't know."
"Here's what we're doing next."
"Here's what I need from you to unblock us."

Katie emphasized balancing confidence with humility - transparency builds trust. You can acknowledge challenges and project confidence in the team's ability to solve them.
Try this line the next time things are messy:
"We're not where we want to be yet. Here's what's true right now, and here's the plan to move us forward."
That's confidence. No spin required.
3) Connection: tailor the message to the audience's needs
Connection is where product leaders either win or lose the room.
Two people can hear the same update:
One thinks: "Great, I know what to do."
The other thinks: "This doesn't matter to me."

Connection means answering:
Why should this audience care
What is at stake for them (customers, revenue, risk, timeline, credibility)?
What's the context they don't have?

Connection is also emotional: people follow leaders who make them feel seen, not managed.
A before/after reframing you can steal
A common session exercise was taking a vague business update and reframing it through the three pillars.
Vague update (what we often do):
"We're making good progress. There are a few challenges, but we're on it."
Impactful update (clarity + confidence + connection):
"This week we shipped X, which moves us toward Y. We're blocked by Z (impact: pushing the timeline by ~1 week). I'm confident we can recover if we get a decision on A by Wednesday. If you're the approver, I need 15 minutes today; if not, please point me to the right owner."
Notice what changed:
Specifics replaced vibes
Risk was named without drama
The ask was explicit
The audience knew what to do next

Communication barriers in modern product teams (and what to do about them)
Remote teams: misalignment + message overload
Remote work amplifies two problems:
People miss context
People drown in updates

Strategies discussed:
Structured daily updates (short, predictable format)
Weekly team sync for narrative + decisions
Shared documentation as the default (reduce "tribal knowledge")
Intentional camera-on moments when trust matters
AI-generated meeting recaps to capture decisions and action items

The meta-lesson: Consistency beats volume.
Cross-functional work: silos and "us vs. them"
If you've ever felt tension between Product, Engineering, Design, GTM, or Ops - you're not alone.
Tactics to reduce silo behavior:
Cross-functional stand-ups for shared visibility
Shared metrics and definitions (stop arguing from different scoreboards)
Rotate meeting hosts to distribute power and perspective
Collaborate directly in shared docs (not just "review in meeting")

Silos often aren't personal. They're a systems problem.
Speed + decision fatigue: over-communication becomes noise
Fast-paced environments tempt us to send more messages, more often. But "more" can become "less" when people stop reading.
Countermeasures:
Decision logs (what we decided, when, why, and by whom)
Pause before sending: "Is this necessary? Is this the right channel?"
Clarify channel purpose: what belongs in Slack vs email vs docs vs meetings
Make updates purposeful: "FYI" is not a strategy

Frameworks for difficult conversations (without the drama)
Hard conversations are unavoidable in leadership. The goal isn't comfort - it's clarity and forward motion while preserving trust.
Nonviolent Communication (a clean structure)
A useful model Katie shared (paraphrased) is:
Observation (facts, not judgments)
Impact (what happened as a result)
Feeling/Need (what you're experiencing or what matters)
Request / Collaborative solution (what you propose next)

Example:
"In yesterday's meeting, the launch date changed without a decision note. That created confusion and follow-up work for two teams. I'm concerned we'll lose trust in our planning process. Can we align on a single source of truth and document all date changes with owner + rationale?"
It's firm. It's fair. And it avoids blame spirals.
Transactional Analysis: Parent / Child / Adult modes
When pressure rises, many of us slip into:
Parent mode: commanding, lecturing, controllin
Child mode: defensive, reactive, avoidant
Adult mode: calm, direct, collaborative

The leadership move is catching yourself and returning to Adult mode - especially when triggered.
A simple reset phrase:
"Let's slow down. What problem are we solving, and what do we need to decide right now?"
Executive presence without rambling: "Why, What, How"
A tactical answer to "be concise but include context" is the classic structure:
Why: the purpose / stakes
What: the point / decision / update
How: the plan / next steps

Executives can always ask for more detail. Your job is to lead with the narrative.
Adapting your communication style (especially across cultures/languages)
A powerful moment in the session was recognizing that communication isn't just "skill" - it's also style, culture, and language.
Takeaways:
Being vulnerable ("English isn't my first language - please stop me if I'm unclear") builds trust
Feedback loops matter: ask "What did you hear?" to verify message received
Style differences exist even among native speakers - don't assume intent

Tools like DiSC and other behavioral frameworks can help you anticipate what different teammates need: speed vs detail, options vs recommendation, emotion vs facts.
The one action I'm taking into my next meeting
At the end, participants were prompted to pick one behavior to amplify or adjust.

Here's mine:
I will end every meeting update with an explicit ask + owner + deadline.
Not "Thoughts?"
 Not "Let's circle back."
 Not "We should…"
But:
"Decision needed: X by Thursday."
"Owner: Y."
"I will do Z next and report back Monday."

That's how communication becomes execution.
Resources to go deeper
A couple of books referenced in the session:
Radical Candor
Crucial Conversations

If you've read them, you know: they're less about "having the right words" and more about building the right habits.