The higher up you go, the quieter it gets.
Funny, isn’t it? Leadership should be about people, yet the more senior you become, the more filtered everything starts to feel. Suddenly, it’s less about conversations and more about comms. Less truth, more ‘tone of voice.’
But in the real world – where people are juggling change, burnout, and the constant background noise of uncertainty – what we need from leaders isn’t polish. It’s presence. It’s honesty. It’s someone who speaks not at you, but to you – like a human being.
Authority Doesn’t Automatically Inspire Trust
Yes, senior leaders need to set direction, steer strategy, and project confidence. But let’s be honest: titles might get attention, but they don’t build trust. That comes from something deeper, a sense that the person in charge gets it. That they’re listening. That they care.
And the frustrating bit? Even the most experienced leaders can miss the mark. Not necessarily because they don’t care, but because they’ve been trained out of being real. The default becomes slides, statements, and updates… not questions, stories, or genuine dialogue.
That’s where we lose people. Not through lack of vision, but through lack of connection.
We’ve only got to look at the data. Harvard Business Review reports that when leaders are vulnerable and open about challenges, they are perceived as more trustworthy and effective, without losing authority. And according to Gallup, only 23% of US employees strongly agree that they trust the leadership of their organisation.
So while many leaders assume they’re being clear. And technically, maybe they are. But clarity on paper isn’t the same as emotional resonance. If what you say leaves people feeling flat, confused, or invisible… does it really matter how “on-message” it was?
Let’s take trust. We think it’s about reliability and performance. And yes, of course those things count. But real trust? That’s built when leaders admit, “I don’t have all the answers.” When they own their mistakes without spinning them. When they ask better questions and genuinely want to hear the answers. That kind of leadership doesn’t weaken your position – it strengthens it.
Talk Less, Listen More (For Real)
The best communicators aren’t the ones with the sharpest lines, they’re the ones who create space. The ones who turn a message into a moment. The ones who make people feel like their voice matters. And the ones that make you feel inspired, and energised, after a team meeting.
Coaching plays a big part here. Not by giving leaders a new script, but helping them show up with presence. Not just saying what they came to say, but reading the room, pausing, and adjusting in real-time.
It’s a true skill. And the good news is it’s learnable.
It sounds like a CEO saying, “What do you think?” and actually listening.
A CFO saying, “We’re figuring it out.” And no one doubts their capability.
A CHRO weaving humanity into a business update and making it stick, because it’s personal.
That’s the kind of communication that leaves a mark. Not just information delivery – but meaning, connection, and trust.
Being Human Isn’t Soft. It’s Strategic.
This isn’t about leaders losing authority. It’s about owning it in a way that people actually want to follow. In today’s world, where people are hungry for purpose (not just pay checks), leaders who communicate authentically and with curiosity aren’t just being nice, they’re being smart.
Don’t get me wrong, they’re still hungry for results – but they get there differently. By building trust. By creating clarity. By making people feel part of something that matters. After all, every organisation is after the results… It’s how we get there that sets us apart.
Because when leaders speak human, they don’t just lead well, they lead with people.