When a message gets lost or distorted in translation, the effects can be widespread.

Leaders are then left with the fallout, such as crucial work not getting done, standards being allowed to slip, and mistrust being sown between siloed groups. The company vision may lose clarity and result in a diluted strategy, and all of this can be a blocker to psychological safety in the workforce.

The remedy is simple but ongoing; to treat communication as a real-time learning and feedback system, with strategic training programs to power behavior-change in communication. In other words, learning to communicate – and constantly building on that knowledge through listening and training – creates ‘better’ leaders, engaged employees, and space for innovation.

At our recent Global Summit, leaders in global organizations shared how they are using two-way communication as a vehicle for constant learning, and how they view the future of learning for business.

Tune in below to hear from experts from Hult Ashridge Executive Education, and business leaders from Siemens, KPMG, Nestlé, and more.

• Communicating vision. Your vision and strategy as a leader will be impossible to realize without clear communication. This requires building interpersonal – rather than technical – skills, especially when working in multinational environments.

• Understanding your people. Practice active listening. Too often, the interpretation of ‘good communication’ can be limited to the efficient sharing of information. But without understanding those that you are leading, your messages may land on deaf ears, or worse, be unwelcome with those who feel misunderstood or unheard.

• Democratizing learning. Leaders must be able to learn and unlearn on the go. It helps if their workforce is also encouraged to do the same; democratizing learning is the pathway to widescale growth.

• Openness in uncertainty. People want to hear from their leaders. Silence creates uncertainty and mistrust, and humans are unsettled by a lack of information. Those in leadership positions must be especially conscious of communicating at times of indecision or crossroads, even if only to express that the road is uncertain.

• Promoting innovation. Communication patterns can define the ethical tendency of an organization, since it dictates who gets heard and what gets discussed. For the same reason, companies lacking in positive communication behaviors may struggle to innovate and create.

• Encouraging development. Newer generations are particularly invested in their self-growth, and leaders need to be aware how they can support in this. Providing them with development opportunities, new innovations in learning, and the space and environment to learn are critical to ensure this. The communication feedback loop is strengthened by training, prompting widespread understanding and prioritization of communication skills.

If communication tells people what matters, learning ensures they can act on it.

Leaders are in a position to elevate day-to-day communication, as well as implement active learning directives and training programs to codify those learnings. With the current steep trend in innovation in learning, there has never been a better time to get started.

What do our experts and leaders have to say on the future of learning? Dive deeper into their interviews below: