Communication has evolved into a critical driver of executive success. As organizations prioritize trust, transparency, and culture-building, leaders who communicate with clarity, empathy, and authenticity increasingly stand out. This shift reshapes how executives are evaluated, developed, and selected.
- Recent research shows that practices for effective communication shift over time with new tools and techniques.
- Leaders who rely on older communication practices risk compromising organizational performance compared to peers.
- Executive recruiting and leadership consulting assignments can be enhanced by paying attention to communication styles and practices.
Don’t we all know how to communicate? It’s other people who struggle to convey information and ideas, right? Either way, those who ignore the research may miss a valuable lesson. Just as each new generation looks at work differently, the communication styles and practices that were effective in the past may not be as effective today. Importantly, communication is increasingly recognized as a critical driver of profitability, productivity, and other measures of organizational performance. And, as remote work becomes common, effective digital communication techniques/styles are more important than ever. And new challenges such as video fatigue emerge.
To be sure, communication doesn’t replace strategy or capital — it determines how well strategy and capital get turned into results. But rather than treating communication style and practice as a supporting function, it can be thought of as a strategic asset in itself: as an integral part of organizational culture, and for its critical role in coaching and mentoring to help drive long-term success. What does that mean for you as a senior executive, either in hiring new talent or in refining your own skills?
The Shift is Subtle, and Real
In the past, executive advancement was often determined by financial results, operational excellence, and technical expertise. It still is. But over the past decade, research and practice have shifted the focus. Today, communication — the ability to create shared meaning, build trust, and shape culture — is no longer simply a “soft skill.” It has become one of the most critical predictors of executive success, board confidence, and long-term organizational health.
Has Communication Become a Core Competency?
Executives still rise through the ranks for their quantitative and strategic capabilities. While those remain essential, organizations now recognize that leaders who communicate effectively — who listen deeply, convey purpose clearly, and respond authentically — are far more successful in sustaining performance. Research by McKinsey & Company confirms that transparent, empathetic communication correlates strongly with engagement, innovation, and retention.
As a result, boards and CEOs now assess leadership potential partly through communication abilities. Does this leader create alignment and trust? Do they inspire action during uncertainty? Do they listen as much as they speak? While communication abilities may not have risen to the level of a core competency for executives, ineffective communication may be a symptom of deeper problems.
What Does That Mean and How Do We Measure It?
A leader’s communication style serves as a proxy for cultural alignment. In today’s diverse, matrixed, and hybrid organizations, communication behaviors — tone, empathy, transparency — signal how well an executive will reinforce or erode culture. Organizations increasingly use behavioral interviews, 360° feedback, and AI-based linguistic analysis to evaluate these qualities.
Executives who communicate with openness and inclusion are viewed as culture carriers. Those who rely on command-and-control or opaque styles may deliver short-term results but are they less effective in the long term? Active listening, emotional intelligence, and choosing the right medium are all traits that were little-known until recently to many business leaders.
What About Radical Transparency?
While Ray Dalio popularized the concept of radical transparency in his 2017 book, Principles, the idea had been percolating for some time and is now well-known. Radical transparency is the practice of openly sharing information throughout an organization, encouraging disagreement and challenges in a way that is truth-seeking rather than personal. Easier said than done, of course.
And many executives dispute its effectiveness, as poor implementation can create unproductive conflict and stress. Nonetheless, leaders must now speak credibly to employees, investors, customers, and the public. A single misstep in tone or message can undermine trust and market value. Today, communication readiness has become a formal component of CEO evaluations and succession plans.
An Expansive View
Effective executives today are not only storytellers but stewards of corporate reputation. Their ability to navigate challenging public conversations — on politically-charged issues such as industry competitiveness, workforce composition, or social mission — can define both their legacy and organizational credibility. Research from the Edelman Trust Barometer shows that more than 80% of stakeholders now expect CEOs to speak publicly on societal issues, underscoring the strategic importance of communication. Interestingly, Edelman also documents that businesses are often trusted more than government, media, and other institutions – and that trust in business is growing while trust in other institutions is declining.
The Rise of the Coach-Communicator Leader
Modern executives are expected to blend communication with coaching—leading through inquiry, listening, and empowerment, rather than command. Studies by the International Coaching Federation (ICF) and Harvard Business Review show that organizations with coaching-minded leaders outperform peers in engagement, adaptability, and innovation. Executives who develop others through conversation — who communicate to build capability rather than control — are increasingly recognized as the future of leadership.
Implications for Executive Search and Placement
In executive search and leadership consulting, this shift has profound implications. Evaluating communication effectiveness now requires more than reviewing performance metrics; it requires understanding how a leader connects, motivates, and sustains culture.
In short, communication has become both a selection criterion and a development lever shaping who rises — and how they lead. Contact us today to find out more.
