Great leadership is built on communication, trust and a deep understanding of what truly motivates people. In part two of this month’s Leadership Spotlight, we continue our talk with Dee Clayton – Executive Coach, Leadership Programme Specialist and host of The Dee-Brief Show – about why so many capable leaders are held back not by a lack of skill, but by confidence, mindset or unclear communication.
Part two of this Q&A explores how leaders can communicate with influence, re‑engage their teams and lead effectively in hybrid and high‑pressure environments
Dee, looking at communication and Influence, how can leaders communicate in a way that influences and inspires rather than simply instructs?
Influential communication starts with understanding yourself and understanding others. Leaders can improve by slowing down, listening well and keeping messages clear and simple. When communication feels like a conversation rather than a download, people feel more inspired to act. I teach my clients about my Simply Amazing Structure™ a system for creating any style of communication from presentations to performance conversations. It is audience focussed and helps you prepare well – whether you have a minute to prepare or a month!
Some of the communications tips I share are to bring people with you and tell stories to help people understand. Ask questions, pause and check in. When communication feels two-way, people stay engaged and you create the conditions for real influence.
Leadership Patterns and Team Dynamics
What trends are you seeing in leadership and team development?
People are beginning to see the value in truly understanding their people at a deeper level. Through my conversation with Marie Ball on The Dee-Brief Show, one clear trend I’m seeing is that many leaders and teams are present at work but not always fully engaged. Guests like Marie Ball have highlighted how low engagement levels (10% in the UK) is showing up less as absenteeism and more as presenteeism, people turning up, doing what’s required, but holding back discretionary effort, energy and creativity.
This is often linked to sustained pressure, mental and emotional overload, and a need to keep coping rather than pause and reflect. What’s striking is that this isn’t about a lack of commitment or capability. It’s about leaders and teams operating in environments that quietly drain motivation over time.
Increasingly, effective leadership and team development is about noticing these signals earlier, getting to the root of issues and what motivates people and then creating conditions where people can re-engage, rather than simply asking them to push harder.
How can organisations support managers to lead well in hybrid or high-pressure environments?
Organisations can support managers in hybrid or high-pressure environments by improving communication and tackling loneliness at work. Remote and hybrid work have made informal connections harder, so managers find it difficult to know how their teams are really doing. Many managers are expected to lead well but do not get the time, skills, or permission for regular, meaningful conversations beyond tasks. When organisations encourage better communication, frequent check-ins, and open talks about wellbeing, managers can spot disengagement sooner and reduce team isolation. When people feel seen and heard, managers can lead with more clarity, empathy, and confidence, even under pressure.
And there’s a whole Dee-Brief Show episode with a flexi-working expert Gwen Stirling-Wilkie who can share so many more useful techniques so do check that out!
Tools and Practical Methods
How do NLP, Insights Discovery® and Motivational Maps® work together?
Each tool provides a unique perspective.
My starting point tends to be Neuro-Linguistic Programming (NLP) to ensure I fully understand the need, gap or challenge for an individual team or organisation. It can be about looking at how people think talk and act to help them get the results they want. Or looking at how systems work or don’t work. It helps you notice how communication works and how minds work! So you can make positive changes in yourself and how you interact with others, or to systems and processes. With NLP, you learn practical things like copying good habits, seeing things from a fresh angle, and choosing your words carefully to make a real difference both for your own self talk and how you communicate with those around you.
Insights Discovery® helps people gain a clearer understanding of their own communication and working styles, making it easier to build positive relationships with colleagues. Teams benefit from more effective teamwork, reduced misunderstandings and a greater ability to adapt their approach in different situations.
Motivational Maps® shows individuals what truly drives them and where they draw their energy from, helping them identify what keeps them motivated at work. This practical insight allows individuals, managers and organisations to focus on what matters most, boost their engagement and make better career or team decisions.
Together with practical experience, these tools equip leaders with a comprehensive understanding of themselves and their teams, thereby facilitating effective, sustainable change.
How can organisations assess the effectiveness of leadership and mindset coaching?
You can evaluate changes in everyday behaviour both during and after the training period. Observe whether leaders are approaching situations with greater clarity, learning at a faster pace, and showing increased openness. Check if they are delegating tasks more effectively and if teams are operating with greater clarity and productivity. Assess whether discussions have become more open and constructive. As a result, you may notice smoother project progress, stronger relationships, and leaders who feel more capable and confident.
Coaching Style and Values
You describe your coaching style as “supportive, stretching & practical”. What does that mean for the people you work with?
Supportive means you’ll be met with empathy, respect and psychological safety, so you can think clearly and be honest about what’s really going on. Stretching means I’ll challenge comfortable but unproductive narratives; I’ll ask thoughtful questions to genuinely help you grow. And practical means everything we explore translates into real-world action, clearer thinking, stronger communication and changes you can apply immediately in your day-to-day work.
What advice would you give to leaders who want more self-aware teams?
Start with yourself. When leaders take time to understand their own patterns, they create the foundations for honest conversations and better teamwork. Be a good role model. Be curious, keep communication simple and encourage others to understand what motivates them. Self-awareness in a leader naturally spreads to the team.
Credibility and Future Direction
You have won more than 30 business awards. What do they mean to you?
Awards are a lovely recognition of the impact the work is having. Each one is a reminder that helping people understand themselves and communicate more effectively makes a real difference to organisations and to individuals.
What is next for you in leadership development?
I am continuing to help leaders and teams communicate clearly, work with purpose and make better choices. I am also constantly innovating and developing new ways to integrate mindset, communication and practical tools so that development feels accessible and relevant for busy leaders.
