Communication Exercise – Communication with Your Boss
We can typically look at preferences with learning styles, recognition, and feedback through the lens of a leader to their direct reports. Flipping that perspective to focus on how direct reports communicate upward with their leaders can assist in building stronger relationships.
QUESTIONNAIRE
Gain responses for the below questions from your leader(s). Talk through responses and take any helpful notes.
Communication Preference: Email • Chat Function • Face to Face • Virtual Call • Phone Call
Learning Style: Visual Learner • Auditory Learner • Kinesthetic Learner • Reading/Writing Learner
Work Orientation: Job • Career • Calling
Top Strengths:
Top Areas of Growth Focus:
Feedback Style Preference: Direct • Supportive • Gentle • Collaborative • Detailed • Solution-Focused
Recognition Preference: Public Praise and/or Private Praise • Verbal and/or Written • Tangible and/or Intangible • None
Appreciation Preference: Acts of Service • Words of Affirmation • Tangible Gifts • Quality Time • Proof of Impact
Celebration Preference (e.g., birthday and/or work anniversary):
Additional Notes:
DISCUSSION QUESTIONS
Discussion questions can be a great way to dive further into the insights gained from this questionnaire. These questions can be talked through with your leader or through self reflection.
- How can you utilize these insights going forward? Do you feel comfortable utilizing them?
- How could these insights have helped in past situations or times of communication?
- Are there any questions you would like to dive further into?
For more information about this material, email kmcclain@praeliscere.com or visit https://praeliscere.com/. Copyright Kathryn McClain.
We can typically look at preferences with learning styles, recognition, and feedback through the lens of a leader to their direct reports. Flipping that perspective to focus on how direct reports communicate upward with their leaders can assist in building stronger relationships.
Facilitator Notes
- Personalization: As the facilitator, you are encouraged to adjust the exercise to meet the needs of all team members.
- Pre-Communication: Share agenda or exercise document at least 48 hours prior to exercise/training. This will allow time for individuals to review and ask clarifying questions prior to the meeting. Make sure to include session length of time and expectations in prior communication (e.g., if virtual, cameras/microphones expectations).
- Directed Examples: Provide relevant examples when going through sections.
- Psychological Safety: No calling on individual participants to put them on the spot.
Keep in mind when delivering your exercise/training those that are neurodivergent, non-native English speakers/ESL, introverts, internal processors, and those that may be burned out/cognitive overload.
Discover Praeliscere’s Communication Hub. Select the title to go directly to the resource.
Ongoing Application and Reinforcement
After a training, exercise, or assessment is completed, ongoing application and reinforcement become the focus. Learning is sustained through follow-up trainings, exercises, and/or micro-learning opportunities, as well as by integrating the topic into goals, performance conversations, recognition efforts, and peer learning groups.
As individuals build knowledge, experience, and confidence, they are empowered to lead, share insights, and support others in applying the learning as well. This approach reflects the meaning of Praeliscere with Learn, Apply, Lead.
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