Respond. Don't React.

Respond. Don’t react.

Several years ago, I was going through a particularly difficult time at work. Tensions were high. Morale was low. The workload was the usual kind of crazy – but it carried an added layer of pressure and unnecessary urgency.

And then I heard someone say something that would profoundly change the way I approached my work. Just three simple words:

Respond. Don’t react.

At first I thought, That’s exactly what I do all day. I respond to questions. I respond to requests. I respond to emails, meetings and deadlines.

But when I really stopped to think about it, I realized that more often than not, I wasn’t responding – I was reacting.

My words were shaped by my emotion and tension. And let’s be honest, I wasn’t just giving an answer, I was giving an attitude. It didn’t feel good – for me or the people on the receiving end.

The distinction may seem subtle, but it’s a powerful one – one that many leaders could benefit from, especially during times of stress or uncertainty. When tensions are high (whether real or perceived), leaders are far more likely to react rather than respond.

Consider this scenario:

You’re speaking at an all-staff meeting and sharing disappointing financial results. Someone asks, “Will we be okay? Are we going to close?”

A reaction might sound like this:

“Of course we’ll be okay! Don’t be ridiculous, this is just a normal bump in the road.”

A response might sound like this:

“I truly believe we will be okay. It’s going to be challenging, but we have the right team in place doing strong, thoughtful work to help us navigate this moment. And I commit to keeping you informed in the weeks and months ahead.”

That’s leadership.

And that’s effective communication.

It’s honest. It’s transparent. And it treats people with respect – even when the answers are hard.

Honest, effective communication isn’t easy. But it is an opportunity to strengthen your brand, deepen trust and align your team for what’s next.

#Leadership #InternalComms #HonestCommunication #EmployeeEngagement #Trust