Category: Staff & Staffing

7 Steps to Effective Communication

Effective communication is an important part of business success. To establish good business communication, it helps to have a blueprint of the 7 C’s of effective communication. You can use your list of communication “C” words to create efficient communication at all levels of your company, and to help make interactions with customers more effective as well.

In business it pays to get to the point quickly. Effective business communication uses concise and straightforward language that gets the point across completely and in a manner that encourages efficient action.


Plan your business communication carefully so you get all of the information to your recipient the first time. If you leave out important information in your initial correspondence, that will cause a series of problems that will take time to repair


It is important to present your information in a conversational tone that invites interaction, rather than a confrontational tone that can cause an argument. Effective communication presents the information in a manner that is not emotional but instead professional.


With a business communication, you sometimes get only one chance to make your point. If your information is misunderstood, you may not have the opportunity to correct it before it escalates into a problem. When you present your information, be sure to do so in a clear voice that allows every word to be understood.


When speaking to business associates or customers, always open the conversation to questions and clarifications. When you finish a statement, allow a moment for the other person to ask a question before you go on to your next part. When you answer a question, be sure the answer is understood before moving on in the conversation.


An air of confidence in your conversation helps add credibility to your information. Present your data with a clear and commanding tone that indicates that you know the subject you are speaking about and that the information being presented is valuable.


Always check your data and facts before giving a business presentation of any kind. You may have useful ideas, but if they are accompanied by incorrect information, the power of your ideas is lost.

Outside of my role as an International Keynote speaker and author of this book, I’m also founder of the Ethical Coaching Consultancy, My TrueNORTH.  We work with business owners to help them overcome the hurdles they are currently facing to enable the significant and sustainable growth of both them and their businesses.

Having won a Global ‘Big Impact to Business’ Award as a keynote speaker specialising in the Clarity of your communication. I’m often billed as the speaker thats combats your conversion communication.  To learn more simply email Enquiries@MyTrueNORTH.Biz and ask about our complimentary coaching call offer.

The Secret Art of Hiring Super Heroes!

Did a valuable employee just leave and you need to replace them quickly? Or perhaps you just signed a large client and need to increase resources or add a new skill set quickly? Most hiring decisions aren’t part of a master plan, they are often immediate, unplanned hiring scenarios where new employees are added because of short term pains rather than long-term stability.

Yet, the catch is that, when growing a creative team, a long-term vision to staffing is paramount. Through evaluating different successful creative cultures, as well as the not-so-successful ones, there are several important attributes (or superpowers) that seem to make a great team even greater. These attributes can exist regardless of role or seniority. Combined together, they make for a powerful, well-balanced, and effective culture that is:

  • drama free and enjoyable
  • easily able to avoid or mitigate speed bumps
  • free of unhealthy attitudes that often position the client and other departments as the enemy rather than partner and advocate

Miss any one of the following attributes and you’ll see the difference between a team that simply does their job and one that is passionate about their job:

1. The Cheerleader

Is your team a cohesive unit, one that is energetic and an enjoyable place to work? If not, then you need the cheerleader.

The cheerleader is the driving energy in the room, engaging the team, keeping everyone creative and excited about their jobs while simultaneously increasing morale. As a social butterfly, the cheerleader has the innate ability to bring a team together in conversation and collaboration. They provoke a level of interaction that other personality types might feel awkward or uncomfortable initiating.

The challenge, however, is in hiring the right cheerleader, as many can be too perky or too much of a “class clown” type. The ideal cheerleader is someone with an authentic passion and love for both life and their work; they are also often the extroverted talker within your team.

2. The Industry Activist

Does your team work in isolation with little knowledge of what is going on culturally and in the creative industry overall? If so, then you need the industry activist.

The industry activist enjoys staying up-to-date with all the latest industry news through social media and subscriptions to industry publications. It is their priority to keep track and inform their team of industry events, popular creative trends, and up-and-coming creatives and creative firms. The industry activist understands the importance of ensuring that their team’s work is relevant in the ever-changing environment of the industry.

Without the industry activist, a team sacrifices a significant source of inspiration and their work can appear dated. The ideal industry activist is someone that is well-read, and curious.

3. The Emotional Quarterback

Do the personalities of specific individuals on your team or the latest internal drama easily influence your team’s culture? If so, then you need an emotional quarterback.

The emotional quarterback diffuses and manages the drama often associated with managing creative personalities. They help to minimize internal politics and conflicts within a team by serving as mediators and therapists for right-brained creatives whose actions are sometimes driven heavily by passion for their vision.

Without the emotional quarterback, internal dramas can overwhelm and deeply hurt a team’s overall ability to function cohesively. Often, diffusing this drama is the responsibility of the team leader who may be without the necessary patience and skill set to manage the drama appropriately. The emotional quarterback is the staff member that is truly genuine, patient, approachable, rational, and empathetic and is comfortable with providing emotional support and feedback.

4. The Enforcer

Is your team full of people-pleasers who often take on more than they can chew or allow clients to take advantage of them? Then you need an enforcer.

The enforcer serves as the backbone of a team and keeps everyone in check. They are comfortable making tough decisions and enforcing policies and processes to the benefit of the entire team, even if it’s a challenging conversation, the end result is more painless and honest relationships. They play the role of the “bad guy” without being divisive or abrasive. The enforcer is critical to both upholding standard operating procedures and maintaining successful employee and client relationships.

Without someone that is comfortable being an enforcer, clients and other departments or staff may take advantage of others on the team. Depending on the size of a creative team, the enforcer may be a dedicated role (typically in the producer, studio, or project management role) or simply a superpower that is required of those that interface with clients or manage staff members.

5. The Political Navigator

Do you work within a highly political, hierarchical, or siloed environment?  Do you have trouble avoiding decisions by committee? If so, then you need a political navigator.

The political navigator bridges the gap between corporate or clients and creative. The political navigator understands, is accepting of, and can handle company or client politics and hierarchy. They possess the unique ability to balance the goals of the team with those of the client. They build strong internal advocacy for their team at the highest level because they are not intimidated by interacting with more complex organizational structures and love the challenge it poses.

Teams without a political navigator often blame the client for all their challenges. But, adding someone onto your team that has a political navigator superpower will enable your team to better manage and mitigate corporate/client politics in a way that is much healthier and far less adversarial.

Outside of my role as international keynote speaker and author, I a also the founder of the Ethical Coaching Consultancy, My TrueNORTH.  If your a business owner dedicated to the significant and sustainable growth of you and your business, why not email Enquiries@MyTrueNORTH.Biz and have a chat about how we help business owners recruit rockstars!

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