Jacqui d'Eon - Blog #trustJacqui d'Eon - Blog #trusthttps://www.jacquideon.com/blog/tag/trustMon, 06 Apr 2026 05:51:56 -0700http://zoho.com/sites/<![CDATA[Make Your Message Matter]]>https://www.jacquideon.com/blog/post/advice-for-new-leadersIf you’re stepping into a new leadership role, here’s the truth: communication isn’t a "soft skill" add-on; it’s one of the main levers you have.]]>
Young leader standing in front of staff.
AI-generated image
If you’re stepping into a new leadership role, here’s the truth: communication isn’t a "soft skill" add-on; it’s one of the main levers you have.

McKinsey even put it on their new-CEO checklist: item 8 asks, "Have I thought through my communications plan—internal and external?"

Start with what you stand for

In the early days of a new role, it’s normal not to have your full strategy baked yet. (If you do, please share your secret.)

McKinsey’s "Letter to a newly appointed CEO" makes a great point: message consistency matters, and it can be smarter to anchor your communication in what you believe and what you stand for early on.

Those beliefs become the themes people repeat about you, long before they can quote your five-year plan.

Build your communication plan

As someone who’s served seven different CEOs as a communications advisor, one pattern shows up every time: leaders who treat communication as strategic tend to build trust faster.

A practical plan doesn’t have to be fancy, but it should answer:
  • What do people need to hear from you in the first 30–60 days?
  • What are you going to say (and say again)?
  • How will you know it landed?

Partner with your "microphone holder"

If you have a Chief Communications Officer (or a comms lead), make that relationship a priority.

They’re often your best window into what people are thinking, and they help you reach the organization with clarity.

A few ways that help:
  • Share your style (speaker, writer, small-group connector).
  • Be honest about what feels awkward so you don’t over-rely on the one channel you like most.

Choose the right channels

Different organizations trust different communication vehicles, and what worked at your last company may not work here.

Before you default to "Let’s do a video!", take time to learn what channels people actually pay attention to in your new environment.

Remember: every encounter is an event

Every meeting, hallway hello, or quick check-in is "an event" for the people you lead, especially when you’re new.

You don’t need one perfect speech. You need consistent moments.

Communicate. Follow through. Measure. Repeat.

This is the simple discipline that builds credibility:
  • Communicate
  • Follow through
  • Measure what’s working
  • Repeat
]]>Wed, 21 Jan 2026 10:25:00 -0500<![CDATA[The Silent Side of Leadership]]>https://www.jacquideon.com/blog/post/the-power-of-nonverbal-communicationNonverbal cues don’t just support your message; they often decide how it lands. The classic “words vs. tone vs. body language” finding - also known as the 7-38-55 rule - gets misquoted a lot, but the core idea stands.]]>
a woman looking impatient with arms crossed while a man holding a tablet explains something to her
AI-generated image
Nonverbal cues don’t just support your message; they often decide how it lands. The classic “words vs. tone vs. body language” finding - also known as the 7-38-55 rule - gets misquoted a lot, but the core idea stands: if your face, voice, and posture don’t match your intent, your audience won’t either.

Here’s a quick, practical tour of cues to watch and use so your message says what you mean.

Eyes

  • Your eyes signal whether you’re sharing straight facts or making a joke; align them with your intention to avoid mixed messages.
  • Sustained, warm eye contact builds trust, while darting eyes or a squint can read as evasive or skeptical.

Head position

  • A slight head tilt can soften statements into questions; the same tilt at the wrong moment can read as dismissive.
  • Think “Miranda Priestly, The Devil Wears Prada energy”: small head movements can convey status, judgment, or approval without a word.

Mouth

  • A smile can soothe or undermine; a grin during tense moments can look flippant, especially if you laugh when nervous. 
  • Neutral lips with a relaxed jaw communicate steadiness when delivering hard news.

Hand gestures

  • Face-touching, hair-smoothing, or covering your mouth can imply doubt or discomfort and shift how people interpret your words.
  • Open-hand gestures at waist level read as collaborative; fists, pointing, or crossed arms imply control, defence, or resistance.

Body position

  • In meetings, upright posture and a slight lean-in signal engagement; slouching or turning away signals disinterest. 
  • As a presenter, moving closer invites participation; staying anchored behind a table can create distance. 

Touch

  • Clutching an award, a firm handshake, or a brief hug communicates emotion and relationship norms that people will instantly interpret. 
  • Match your use of touch to context and culture to avoid sending unintended messages.

Grunts and sighs

  • Not quite words, but powerful: a sigh can signal relief, boredom, or frustration depending on timing and tone. 
  • Small vocalizations - “mm”, “uh-huh” - can reinforce warmth and listening or, if overdone, feel impatient. 

Try this week 

  • Pick one recurring conversation and record yourself on video. Watch with the sound off, then with sound on. Do the nonverbals match your message?
  • Choose one cue to adjust: slower nods, fewer face-touches, or a two-second pause before responding.
  • Ask a trusted peer for one micro‑feedback note after your next meeting: “What did my body language say?” 

When nonverbals align with your message, you’re clearer, more credible, and easier to follow, especially when the stakes are high.

Updated from a previous post published in April 2024.
]]>Wed, 05 Nov 2025 15:50:00 -0500<![CDATA[Psychological Safety: The Leadership Advantage You Can Measure]]>https://www.jacquideon.com/blog/post/psychological-safetyPsychological safety isn’t about being nice. It’s feeling safe to ask the “dumb” question, flag a risk, or say “I disagree” without getting punished. That’s how better ideas surface and fewer surprises hit your roadmap.]]>
AI-generated image

If your team avoids conflict, you don’t have harmony - you have hidden risk.

 

Psychological safety isn’t about being nice. It’s feeling safe to ask the “dumb” question, flag a risk, or say “I disagree” without getting punished. That’s how better ideas surface and fewer surprises hit your roadmap.


Why this matters right now

Teams that speak up early, debate well, and adapt fast win more often. Leaders set that tone every day. Silence looks calm until it turns into rework and delays.


What it is (in plain English)

Psychological safety = “It’s OK to take interpersonal risks here.” Ask. Challenge. Admit mistakes. Start with belonging, then build toward learning, contribution, and healthy challenge. If people don’t feel they belong, “be more innovative” just sounds like “stick your neck out.”


Five simple moves for leaders

  1. Say it out loud.
Try this line: “Debate is expected. Best idea wins - even if it’s not mine.” Tie safety to real outcomes like quality and speed. Ask for help in public to show it’s safe to speak up. 

  2. Go first on vulnerability.
Share a recent miss and what you learned. After mistakes, ask “What did we learn?” not “Who’s at fault?” People watch your reaction to bad news to decide if the truth is safe. 

  3. Engineer real voices.
Don’t wait for the brave souls. Do quick round‑robins. Assign a rotating “red team” to poke holes in decisions. Add a standing agenda item: “Risks and red flags.” End with “What did we miss?” 

  4. Cultivate a culture where intelligent risk-taking is the norm. Establish clear parameters for "good failure," including a defined hypothesis, time limits, and a review process. Recognize and celebrate valuable lessons learned and the proactive escalation of issues. When declining an idea, provide closure to ensure individuals feel their contributions are valued.

  5. Support, then stretch.
Back your team first, then challenge them. Set clear goals and make sound decisions. Prioritize care, then push for higher performance.


You don’t need perfect meetings. You need honest ones. Psychological safety means it’s okay to tell the truth, even when it stings. That honesty saves time, money, and headaches.

]]>Wed, 29 Oct 2025 13:32:00 -0400<![CDATA[Ask Better Questions]]>https://www.jacquideon.com/blog/post/ask-better-questionsAs a leader, the questions you pose will shape your organization’s conversations about the future and unlock the innovative potential of your leadership team.]]>
Female executive asking a question
AI-generated image

Great leaders don't just have answers – they ask better questions. As a leader, the questions you pose will shape your organization’s conversations about the future and unlock the innovative potential of your leadership team.

Ready to move beyond mediocrity? Here are 10 strategic questions that can transform your next leadership meeting.

Questions That Drive Innovation

1. What are your leaders’ unrealized aspirations for the company?

Often, the best ideas are hiding in plain sight during leadership retreats and casual conversations.

2. What seemingly crazy ideas could double your profitability in three years?

Sometimes the most outlandish suggestions contain kernels of breakthrough thinking.

3. Which company departments or industry niches offer disproportionate revenue opportunities?

Not all areas are created equal. Identify your hidden goldmines.

4. How can you transform status-quo-loving leaders into creative innovators?

Even your most traditional colleagues have untapped creative potential.

5. What past successes do you need to unlearn or discard?

Yesterday's winning strategies might be tomorrow's limitations.

Client-Centred Strategic Thinking

6. If your most demanding clients ran your company, what experiments would they launch?

Your toughest clients often see opportunities you've missed.

7. How can you gain breakthrough insights by truly seeing through your clients' eyes?

Empathy isn't just good service – it's strategic intelligence.

8. What new ways can you facilitate client collaboration to identify bigger challenges?

Your clients' networks might reveal your next big opportunity.

9. How can you anticipate client needs they don't even know they have yet?

The most valuable advisors solve problems before clients realize they exist.

10. What unique, missing feature can you create that competitors don't offer?

Differentiation is everything in a crowded market.

The Implementation Challenge

Here's the hard truth: even brilliant strategies fail during execution. Before you get excited about your next big idea, ask yourself two crucial questions:

  • What are the key reasons our best strategic ideas fall apart during implementation?

  • How will we absolutely ensure we stop allowing that to happen?

Remember, procrastination is where strategic dreams go to die. The difference between organizations that innovate and those that stagnate isn't the quality of their ideas; it's their commitment to turning questions into action.

The strategic mind is a questioning mind. Start your next leadership meeting with one of these questions and watch how it changes the conversation.

]]>Wed, 03 Sep 2025 11:05:22 -0400<![CDATA[Turning Criticism into Growth]]>https://www.jacquideon.com/blog/post/turning-criticism-into-growthIn a time when criticism can feel louder and more personal than ever, learning to accept and grow from feedback is a vital leadership skill.]]>
AI-generated image

In a time when criticism can feel louder and more personal than ever, learning to accept and grow from feedback is a vital leadership skill.

No matter how open-minded we are, negative feedback can sting. It’s natural to feel defensive or even angry when criticized, especially in a world where public scrutiny and polarized opinions are everywhere. But how we handle criticism can define our personal and professional growth.


Pause Before You React

When negative feedback lands, your first instinct might be to react -- either by berating yourself or blaming the messenger. Instead, take a moment to breathe. Thank the person for their honesty, and give yourself space to reflect. 

Sometimes, talking it over with a trusted friend or colleague can help you see the feedback in a new light.


Get Curious, Not Defensive

It’s human to feel threatened by criticism, but curiosity can turn a painful moment into a learning opportunity. Ask yourself: What can I learn here? Are there blind spots I haven’t noticed?

Seeking out the nugget of truth -- even in harsh feedback -- can help you grow and strengthen your relationships.


Take Action and Model Openness

Not all criticism will be fair or actionable, but much of it offers a chance for improvement. Use feedback as a springboard for discussion and development. When you respond with appreciation rather than anger, you’re not just helping yourself, you’re setting an example for your team.

 In today’s climate, where trust and communication are often in short supply, modelling healthy feedback habits can make a real difference.


Be Kind to Yourself

Accepting feedback graciously isn’t easy. Celebrate your successes, and when you fall short, remember that growth is a journey. Give yourself the same empathy you offer others.


If you’re looking to strengthen your relationship with criticism -- and your team --let’s talk.

]]>Wed, 18 Jun 2025 14:39:47 -0400<![CDATA[Keep Calm and Resolve Disputes]]>https://www.jacquideon.com/blog/post/keep-calm-and-resolve-disputesWe live in a country that values free speech, yet it’s becoming harder and harder to talk about opposing views without things getting heated.]]>
Keep calm and resolve disputes

Let’s face it - having a calm, civil discussion about hot topics these days feels like an uphill battle.

We live in a country that values free speech, yet it’s becoming harder and harder to talk about opposing views without things getting heated. Instead of aiming for understanding or finding common ground, it often feels like the goal is just to prove the other person wrong.

Social media doesn’t help either. It amplifies our differences and traps us in echo chambers where we only hear from people who agree with us. That’s why now, more than ever, the ability to truly listen is critical.

Listen to Understand

In my presentation skills workshops, we practice answering questions thoughtfully. I always remind attendees: listen to understand, not just to respond or as Stephen R. Covey said, "Seek first to understand, then to be understood."

As a leader, listening without bias is essential when managing disputes. This means hearing all sides completely and impartially.

Be mindful of your body language too. Simple gestures like nodding or saying "I see" might unintentionally signal agreement and could escalate tensions instead of easing them.

Practice Active Listening

Listening isn't just about hearing words or being silent while others speak; it's about engaging. Active listening means asking questions, clarifying points, and confirming you've understood what's being said.

Only when you fully grasp the perspectives (and the emotions behind them) can you guide people toward a solution that works for everyone. Plus, active listening builds trust - a key ingredient in resolving conflicts effectively.

Stay Neutral

This is probably the hardest part of mediating disputes as a leader: staying neutral. Your role isn't to pick sides; it's to guide everyone toward resolution. Show empathy, but don't let it sway your impartiality.

Dig Deep

When you're helping resolve a conflict, don't just rely on what people say - do some digging. Investigate the facts and get a clear picture of the situation. By taking the time to research independently, you'll be better equipped to make informed decisions about next steps.

Keep Your Cool

Emotions can run high during disputes, and tempers can flare quickly. As a leader, your ability to stay calm can make all the difference.

One great technique is mirroring - slow down your speech and keep your tone even and composed. People tend to unconsciously match your energy, so this can help de-escalate tension.

And sometimes a simple timeout works wonders. Whatever you do, avoid shouting - nothing productive comes from yelling matches.

Leadership means navigating conflicts with grace and reason. By listening impartially, staying calm, and grounding yourself in facts, you can help guide your team through even the toughest disputes.

]]>Wed, 09 Apr 2025 11:14:32 -0400<![CDATA[It's a Balancing Act]]>https://www.jacquideon.com/blog/post/it-s-a-balancing-actGreat leadership is about mastering the art of balance - navigating between seemingly opposing approaches to achieve the best results.]]>
Digitally generated image of scales to illustrate balance
AI-generated image

Great leadership is about mastering the art of balance - navigating between seemingly opposing approaches to achieve the best results. Here are a few key areas where striking the right balance can make all the difference:

Ask Questions vs. Give Directions
No leader has all the answers. By asking thoughtful questions, you empower your team to think critically and uncover solutions together.

Build Connections vs. Focus on Efficiency
Taking time to understand your team members and build genuine relationships may seem like a trade-off against efficiency, but it’s an investment that fosters engagement, trust, and smoother collaboration in the long run.

Experiment vs. Maintain the Status Quo
Encouraging experimentation and embracing failures as learning opportunities creates a safe space for innovation - a hallmark of successful teams.

Celebrate Progress vs. Focus on End Goals
While keeping your eye on the ultimate goal, don’t forget to acknowledge daily wins and incremental progress. These moments of recognition fuel motivation and momentum.

Skill Development vs. Promotion
In today’s flatter organizations, promotions are less frequent. Leaders who prioritize skill-building and talent development help their team members future-proof their careers while driving long-term success for the organization.

Leaders who create a culture of learning, collaboration, and growth inspire loyalty and deliver superior results.
]]>Wed, 26 Mar 2025 11:00:12 -0400<![CDATA[The Elephant in the Room]]>https://www.jacquideon.com/blog/post/the-elephant-in-the-roomLet’s talk about the "elephants in the room". Those tough, unspoken issues that can weigh on a team.]]>
AI-generated image of an elephant in a room.
AI-generated image

 Let’s talk about the "elephants in the room". Those tough, unspoken issues that can weigh on a team.

Whether it's product quality concerns, interpersonal conflicts, or a misalignment of values and behaviour, ignoring these elephants can lead to strained relationships, unproductive meetings, and long-term performance issues. 


Leaders often work hard to create open environments, but even the best teams have topics that feel too sensitive to bring up.


Spotting the Elephants

Elephants leave clues: meetings with quick consensus, lack of debate, or uneven participation. Even if you don’t see these signs, it's safe to assume there are unspoken thoughts within your team. 


Fear, self-doubt, or uncertainty often keep people silent. If left unchecked, these elephants multiply.


Addressing the Elephant

Here’s the good news: elephants may be big, but they're approachable. Start by naming the issue directly. This might feel uncomfortable at first but is often transformative. Teams tend to rally together once the conversation begins. 


Use active listening and curiosity: phrases like "Help me understand" or "Tell me more" can go a long way.  Encourage openness by thanking those who speak up - both publicly and privately.


Keep the Herd in Check

Modelling transparency as a leader sets the tone for your team. Regularly check in during meetings or one-on-ones to uncover hidden concerns. 


Ask direct questions like, "What’s been on your mind?" or acknowledge tension in the room with statements like, "I sense we’re avoiding something - what does everyone think?"


Build a Culture of Openness

When you tackle elephants head-on, your team learns that speaking up is safe and productive. While some issues may escape notice, proactively addressing them reduces their power and fosters trust. 


Keep talking, listening, and engaging - it's how you turn those elephants into opportunities for growth.

]]>Wed, 26 Feb 2025 10:53:50 -0500<![CDATA[There Are No Shortcuts]]>https://www.jacquideon.com/blog/post/there-are-no-shortcutsLeadership is not about quick fixes or temporary solutions - it’s about building trust, inspiring others, and driving meaningful results.]]>
AI-generated image of woman walking along a path
AI-generated image
There are no shortcuts to effective leadership.

Leadership is not about quick fixes or temporary solutions - it’s about building trust, inspiring others, and driving meaningful results. If you’re feeling stuck or uncertain about your leadership, it can be tempting to look for shortcuts to regain your confidence or control.

Don’t give in to that temptation!

True leadership requires dedication, self-awareness, and hard work. Here are three common shortcuts leaders often fall back on...and why you should avoid them.

1. Relying on Policies Instead of Vision

When things aren’t going smoothly, it might seem easier to create new policies and rules rather than addressing the root causes of team misalignment. However, policies alone won’t inspire or unite your team.

Effective leadership is about creating a compelling vision, sharing core values, and fostering a sense of purpose. If your team isn’t on board, more rules won’t solve the problem...connection and clarity will.

2. Losing Your Cool

Losing your temper may feel like a release in the moment, but it’s a destructive shortcut that undermines your credibility as a leader. Yelling or lashing out might get immediate compliance, but it’s no different from bullying—it erodes trust and respect over time.

Strong leaders maintain composure under pressure and model the emotional intelligence they expect from their teams.

3. Reorganizing for the Sake of Change

Reorganizing teams or tweaking processes can sometimes feel like progress, but if the underlying leadership issues aren’t addressed, these changes are just cosmetic. Constant reshuffling can create confusion and frustration among your team members.

Instead of masking indecision with unnecessary changes, focus on clear communication, decisive action, and addressing challenges head-on.

The Hard Truth About Leadership

There are no easy paths to becoming an effective leader. Building a high-performing team takes skill, effort, patience, and perseverance. It’s about showing up every day with integrity, staying committed to growth - both yours and your team’s - and putting in the work to foster collaboration and trust.

Resist the urge to take the easy way out. Leadership isn’t about shortcuts; it’s about doing the hard work that leads to lasting results.

The rewards? A cohesive team that believes in your vision and delivers exceptional outcomes.
]]>Tue, 11 Feb 2025 10:47:00 -0500<![CDATA[Key Qualities Every Great Corporate Spokesperson Needs]]>https://www.jacquideon.com/blog/post/key-qualities-every-great-corporate-spokesperson-needsAs someone who has both served as a spokesperson and coached many others, I’m often asked, "Who is the right person to speak on behalf of a business or organization?"]]>
AI-generated image of female CEO speaking to media
AI-generated image
As someone who has both served as a spokesperson and coached many others, I’m often asked, "Who is the right person to speak on behalf of a business or organization?"

While there are many qualities to look for in a spokesperson, it ultimately comes down to TRUST. For a spokesperson to achieve that with their audience, they must possess three core qualities: credibility, sincerity, and confidence. Let's take a closer look at each.

  1. Credibility: Depth of Experience and Knowledge: A good spokesperson knows their organization like the backs of both their hands! Their knowledge of the company is comprehensive and their experience within the organization allows them to speak with authority. Ideally, they also have the educational and/or professional qualifications that support their role within the company. With both experience and knowledge behind them, the spokesperson not only has the facts but they are CREDIBLE.
  2. Sincerity: Listening and Connecting with the Audience: A good spokesperson not only listens to the questions being asked, they pay attention to the concerns of employees, customers and other stakeholders. The spokesperson who listens is better equipped to really address what people want to know and answer them honestly. By truly listening, they can articulate the concerns of others and as a result comes across as SINCERE.
  3. Confidence: Clear and Engaging Communication: A good spokesperson must be able to put a sentence together. Whether it’s print, broadcast or video, the spokesperson must communicate the organization’s message in an engaging and persuasive manner. Investing in media coaching goes a long way in helping a spokesperson tell their story and ultimately conduct an interview with CONFIDENCE.

Using the criteria of credibility, sincerity and confidence makes the selection of the right spokesperson easier.  

In some cases, the CEO will naturally assume this role, even if they need coaching to meet all the criteria. Preparing executives in the art of public speaking and media relations is a vital investment for organizations. You never know when they might be called upon and it's best to be prepared.
]]>Mon, 11 Nov 2024 13:14:51 -0500