Communicate to Lead

Hosted by Kele Belton

Business EducationInterviews guests

Website RSS feed

Episodes

222

Latest episode

Oct 2026

Language

EN-US

About the show

Ready to step into your full potential as a leader? Join communication expert and leadership coach Kele Belton for conversations that go beyond traditional leadership advice. Each week on Communicate to Lead, discover practical strategies to strengthen both your leadership presence and communication impact. Through solo episodes and inspiring guest interviews, Kele tackles the real challenges women face in management - from mastering high-stakes conversations and building executive presence to overcoming perfectionism and imposter syndrome. Whether you're an experienced manager or an aspiring leader, this podcast delivers actionable insights to help you navigate workplace dynamics, amplify your voice, and lead with authentic confidence. Tune in to transform challenges into opportunities and build the leadership career you envision.

Listen to episodes

60 recent

October 26, 20265 min

211. How to Write About What Didn't Go Well in a Performance Review

Should the hard parts of your year go in your self-assessment? In this Monday Momentum episode of Communicate to Lead, Kele Belton closes the October series with the part of the year most people intentionally leave out. Quick Answer Add a short section to your preparation notes with three things from this year that didn’t go as planned, two lines each: what happened, and what you changed because of it. Keep it to finished situations. Writing it down and saying it out loud are two separate decisions, and the second one is yours to make later. A director Kele worked with had a beautiful record. Specific, well-organized months of work in it. When she asked where the hard parts of the year were, she looked at Kele like she’d lost her mind. The project that stalled, the hire that didn’t work out, none of it was in there. Her words were, why would I hand my manager ammunition? Months later, she came back and said she’d added one entry before her review. One project that slipped, and what she’d changed because of it. That entry was what her manager spent the most time on. Twenty minutes on the one entry she almost left out, not because it exposed her, but because it showed her thinking better than anything else in her record. Kele separates the decision to write something down from the decision to say it out loud, explains why judgment is harder to demonstrate than competence and counts for more, and gives you a two-line format for three entries, plus the one caution about what does not belong in this section. This is Part 4, the finale of the four-part series “Build Your Case Before December.” What You Will Learn Why writing something down and saying it out loud are two separate decisions — and why the writing pays off either way. What a record made entirely of wins signals to the person reading it. Why senior leadership is looking for someone who notices and adjusts rather than someone who always gets it right. The two-line format — and why the second line is where all the weight sits. The difference between airing something and owning it. The one caution: what does not belong in this section, and why finished situations only. Who This Is For This episode is for high-performing women in middle and senior management who have built a record of their year and are deciding whether the hard parts belong in it. It’s also for anyone who has opened a self-assessment, hovered over the honest answer, and written something safer instead. Your Action Step Open your notes and add the section, then put one thing in it: the one you already thought of. Two lines. What happened, and what you changed because of it. Common Questions About Writing About Setbacks at Work Should I include mistakes in my self-assessment? Write them down, yes — but keep two documents distinct: your own preparation notes, and what you submit. Saying something out loud is a separate decision you make later, and the writing pays off either way. If your workplace isn’t safe for that conversation, you still want the specifics on paper, because you cannot describe in a review what you never wrote down. How do I talk about a failure in a performance review? In two lines: what happened, and what you changed because of it. What happened on its own is a confession. What you changed is what makes it leadership. Lead with the change and keep the setback short. The episode shows how to do that well, without over-apologizing or sounding rehearsed. How many things should the lessons section include? In Kele’s exercise: three entries, no more, and only situations that are finished. Skip anything still unresolved and anything that was someone else’s mistake, and don’t use the section to be hard on yourself. If nothing comes to mind, scroll back through your calendar, because the weeks that went sideways are where to look. Isn’t it risky to put what went wrong in writing? It can be, depending on who can access the record and how your workplace handles mistakes. Preparing an example and including it in a formal self-assessment are separate decisions, and no format guarantees a particular response. That said, a record made entirely of wins carries its own risk, because it reads like a highlight reel and invites the question of what got left out. What distinguishes a senior candidate is being able to describe what she noticed and what she adjusted, and that only works if it was written down at the time. AI Prompt: Review Your Lessons Entry After you listen, draft your own two-line entry, then use this prompt to review it. Remove names, employer details and anything confidential before you paste anything into an AI tool. You are my executive communication coach. Below is my draft entry for the lessons section of my year-end review preparation: what happened, and what I changed because of it. Review it for: (1) whether the second line carries more weight than the first, so the entry reads as judgment rather than a confession; (2) whether it is factual and forward-facing, with no self-criticism, apology, blame, or hedging language like “just,” “a little,” or “I probably should have”; (3) whether it describes a finished situation rather than something still unresolved. Do not invent facts, outcomes, numbers or quotes; if information is missing, ask me one question at a time. Then help me tighten the two lines and write one spoken sentence I could say out loud if I am asked about a challenge this year, in my own voice. Ready to Go Deeper? Ready to turn a year of work into the conversation that moves your career forward? A complimentary Leadership Strategy Call with Kele is a chance to talk about where you are, where you want to go, and what it’ll take to get there. Book your complimentary Leadership Strategy Call About Your Host Kele Belton is a communication and leadership facilitator, coach, and consultant, and the host of Communicate to Lead. Through her company, The Tailored Approach, she helps high-performing women in middle and senior management move from essential but invisible to seen, sponsored, and promoted. Connect With Kele LinkedIn: Kele Belton Instagram: @thetailoredapproach Website: The Tailored Approach

October 22, 202625 min

210. How to Show the Impact of Your Work, Not Only the Results

How do you talk about your accomplishments in a performance review, or to senior leadership, so they understand what your work was worth and not only what you delivered? In this episode of Communicate to Lead, Kele Belton works through the difference between a result and an impact, and gives you five places to look for yours. You cut the processing time from nine days to four. It is specific, it has a number in it, and it is true. And the person hearing it still has to work out on her own why it mattered. Most of the time, she won't, because she walked into that meeting with twelve other things on her plate. The result is what changed. The impact is what that change is worth. — Kele Belton, Episode 210 In This Episode Kele takes the four parts of the S.T.A.R. framework and spends a full episode on the fifth part she adds to it: the impact. This is the deeper pass she promised on Monday, when she gave listeners the whole structure in six minutes. She is careful about the framing. S.T.A.R. is not hers and is taught widely in interview preparation and management courses. S.T.A.R.I. is the version she uses with her own clients, and the I is the letter she adds because of what she watches happen in rooms where decisions get made about people. The distinction at the center of the episode is that a result tells someone you finished something, while an impact tells them you understood why it needed finishing. Kele demonstrates it by taking a single result, a processing time cut from nine days to four, and showing three completely different impacts that could sit underneath it. Listen for what each version tells the person hearing it, because that is the choice the episode is teaching you to make. What You Will Learn The difference between a result and an impact — and what each one tells the person hearing your story. The five places to look for your impact — money, time, risk, people, and strategy — and how to choose one rather than naming all five. How to tell whether your result is a real result — or a repeat of what you did. What to say when your work has no number attached to it. How to claim your piece of a team effort — without taking credit for anyone else's work. How to compress a five-part story into two sentences — when the agenda is running late. The S.T.A.R.I. Method S.T.A.R.I. has five parts: the situation, the task, the action, the result, and the impact. The first four are the widely taught S.T.A.R. structure; the impact is the part Kele adds. In the episode , she walks one story through all five parts in order, then removes the impact so you can hear exactly what is lost. She also runs a second story that has no number in it anywhere, because a lot of your best work will not have one. Who This Episode Is For This episode is for women in middle and senior leadership who do excellent work that gets described as a task. It is for the leader heading into a performance review, an interview, or a conversation with senior leadership, who knows her work mattered and wants the person across the table to know it too. Your Action Step After you listen, take one piece of work from this year that nobody has ever described properly. Run it past the five places, then write one sentence that says what the change was worth. Common Questions About Showing the Impact of Your Work What is the difference between a result and an impact? A result is what changed. An impact is what that change was worth. Cutting a process from nine days to four is a result. Revenue you stopped losing, or an audit failure you prevented, is the impact underneath it. How do you show the impact of your work in a performance review? Name one specific instance, say what you were responsible for, describe what you decided and did, state what changed, then add one sentence on what that change was worth to the business. Choose the impact closest to what the person across the table is responsible for. One impact, said well, is enough. What do you do if you have no number to show your impact? Plenty of excellent work has no number, and a figure you cannot defend is worse than none at all. Describe capability instead: say what can be done now that could not be done before. Or borrow someone else's words, quoting what a client, colleague, or manager said about the change. How do you talk about your impact when the work was a team effort? Use the task part of the story, which exists to say what was yours. Credit the team and name your piece in the same breath. The impact follows the piece you owned. Claiming your piece does not take anyone else's. Where does a well-stated impact stop helping? It cannot change a manager who has already decided, and it cannot fix an organization where decisions happen through relationships you were never invited into. Explaining your impact clearly can make your contribution easier to understand. It cannot guarantee a fair hearing, recognition, or a changed decision. AI Prompt: Review Your Own Impact Sentence Use this after you listen and after you have drafted your own story. Remove names, client details , and anything confidential before you paste anything into an AI tool. You are my executive communication coach. Below is my draft accomplishment story and the person I intend to tell it to. Review it for: (1) a clear distinction between the result and the impact, with the impact stated as what the change was worth, not a repeat of what I did; (2) specific, checkable evidence, with no invented numbers, quotes, causal links , or outcomes; (3) accurate credit for my piece of the work if it was shared. Ask me one question at a time where information is missing. Then help me refine one impact sentence in my own voice, and mark anything in my draft I need to verify before I say it out loud. Ready to Go Deeper? If you have been doing excellent work for years and the people making decisions about you still describe you by your tasks, that is the work Kele does with her clients. A Leadership Strategy Call is a free thirty-minute conversation that looks at your actual situation: what you have delivered, how it is currently being described, and what would change how you are heard. Book your free Leadership Strategy Call About Your Host Kele Belton is a communication and leadership facilitator, coach, and consultant, and the host of Communicate to Lead. Through her company, The Tailored Approach, she helps high-performing women in middle and senior management move from essential but invisible to seen, sponsored, and promoted. Connect With Kele LinkedIn: Kele Belton Instagram: @thetailoredapproach Website: The Tailored Approach PodMatch PodMatch Automatically Matches Ideal Podcast Guests and Hosts For Interviews

October 19, 20266 min

209. How to Talk About Your Accomplishments in a Performance Review

How do you talk about your accomplishments in a performance review without reducing a year of meaningful work to a list of tasks? In this Monday Momentum episode of Communicate to Lead, Kele Belton shows you how to turn a work accomplishment into a clear, specific story that makes your contribution easier to understand—and repeat. One entry in your record probably reads something like this: “Improved team communication.” It is accurate. It also misses the details that show your judgment: what wasn't working, what you took responsibility for, and what changed because of your decisions. You remember those details. But will your manager have enough to explain your contribution in a room you are not in? Kele explores how to use the STAR method for performance reviews, with an added focus on Impact. You will hear why an accomplishment can sound complete and still leave out the part that explains its value—and how to prepare a story that goes beyond a polished summary. This is Part 3 of the four-part series “Build Your Case Before December.” The companion Thursday deep-dive explores Kele’s S.T.A.R.I. approach in more detail, including five places to look for your impact. What You Will Learn Why an accurate summary of your work can still leave your contribution unclear. How specific details give your manager something concrete to remember and repeat. How to choose three accomplishments that show the range of your leadership—not just your biggest win. How Kele adapts the STAR method for performance-review conversations by adding impact. The part of your accomplishment story that deserves more attention—and what it reveals about your judgment. Why a result and a business impact are not the same thing, and how that distinction changes your story. Who This Episode Is For This episode is for high-performing women in middle and senior management who have a record of their work but need to explain its value out loud. If you are preparing for a performance review, promotion conversation, interview, or discussion with senior leadership, this episode helps you move beyond a task list and make your contribution clearer. Your Action Step Open your record of accomplishments and flag three entries you want to develop. After listening, choose one and use the episode’s approach to turn it into a short story you can say out loud. Start with one before polishing the other two. Common Questions About Performance Review Accomplishments How do I talk about my accomplishments in a performance review? Go beyond naming the accomplishment: give enough context for your manager to understand your contribution and why it mattered. This episode shows you how to turn a brief entry in your record into a specific story, not a long list of tasks. Can I use the STAR method in a performance review? Yes. In this episode, Kele applies STAR—Situation, Task, Action, and Result—to accomplishment stories for performance reviews. She adds impact as a fifth part in her S.T.A.R.I. approach, helping you connect what changed to why it mattered. What is the difference between a result and an impact? A result describes what changed. Impact explains what that change meant for the business or wider team. Kele explores how to make that connection without stopping at an activity or a metric. Which accomplishments should I include in my performance review? Look for accomplishments that show different dimensions of your contribution, rather than several versions of the same strength. In the episode, Kele explains how to choose three entries that demonstrate range and give your manager a fuller picture of your leadership. AI Prompt: Practice Your Accomplishment Story After Listening Use this prompt after listening to apply the episode to your own work. Remove confidential information, names, and identifying details before using an AI tool. Copy and paste: I am a [role] in [industry], preparing for a [performance review / promotion conversation / interview]. I have listened to Episode 209 of Communicate to Lead and want to practice explaining one accomplishment clearly. Here is my raw accomplishment entry: [paste your entry]. Here are my notes on the storytelling approach from the episode: [paste your notes]. Use my notes as the guide. Before drafting, ask one clarifying question at a time to uncover the details that are missing. Help me distinguish what I personally decided and did from the team’s shared work, and clarify the evidence for the outcome and its significance. Do not invent numbers, business impact, responsibilities, or causal claims. If something is uncertain, flag it and ask me to verify it. Then write a natural spoken version of about ninety seconds and a two-sentence version for a shorter conversation. Keep my voice, avoid inflated claims and resume jargon, and give me one follow-up question a manager might ask so I can practice responding. If I have not provided my episode notes, ask me to add them rather than inventing Kele’s method. Ready to Go Deeper? You have done the work. Now you need to explain its value in a conversation that matters. Book a complimentary Leadership Strategy Call with Kele to talk about where you are, where you want to go, and what it will take to get there. Book your complimentary Leadership Strategy Call About Your Host Kele Belton is a communication and leadership trainer and the host of Communicate to Lead. She specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks. Connect With Kele LinkedIn: Kele Belton Instagram: @thetailoredapproach Website: The Tailored Approach

October 15, 202623 min

208. How to Give Hard Feedback, Even to Your Boss

How do you give difficult feedback at work when you are worried about how it will land—especially with your boss? In this episode of Communicate to Lead, Kele Belton shares a practical approach to constructive feedback, upward feedback, and the moments when the conversation gets uncomfortable. You have rehearsed it in the car. You have drafted the message and deleted it twice. Then the moment comes, and what comes out is: “It’s fine. We’re good. Don’t worry about it.” The problem is not just finding the courage to speak. It is knowing how to turn what you are feeling into something the other person can actually use. When worry makes you soften the message until it becomes vague, nothing changes—and the next conversation feels even harder. “If the person cannot repeat what they did or change it based on what you said, you haven’t given them feedback. You have given them a feeling.” — Kele Belton, Episode 208 In This Episode Kele explores how to give hard feedback in three directions: to a direct report, to a peer, and to your boss. The emphasis is on upward feedback, where the power dynamic changes how you open the conversation and what you ask for. Through an illustrative coaching example, you will meet Rosa, a senior hospitality leader and one of two women on her senior leadership team. Her boss arrives at meetings with decisions already made, before hearing from the people closest to the operation. Rosa has wanted to speak up for months, but she is worried about what it could cost her. Her situation brings the episode’s central idea into focus: “The feeling is not the feedback.” There is a meaningful difference between describing how someone makes you feel and identifying a specific behavior they can change. Listen for how Kele makes that distinction—and how it changes the conversation. What You Will Learn How to turn frustration into specific, constructive feedback rather than a judgment about someone’s character. The four parts of a useful feedback conversation—and why describing the problem is not enough. What changes when you give feedback to your boss instead of a direct report or peer. How to stay clear and steady when someone becomes defensive or feels hurt. Why positive feedback needs the same specificity as difficult feedback. How to choose the timing and setting, including when it is better to wait. Where a communication framework stops helping when speaking up carries real workplace risk. A Four-Part Framework for Difficult Feedback Kele’s approach builds on Situation, Behavior, Impact (SBI), a model taught widely in leadership development programs. She adds a check-in question and an action step to help turn a one-way message into a useful conversation. The four parts are: a specific behavior, one work-related impact, an open-ended check-in question, and a clear next step. In the episode, Kele explains how to use each part without piling on complaints, softening away the message, or assigning motives. Giving Feedback to Your Boss: What Changes? Upward feedback means giving feedback to someone with authority over your work. The conversation still needs specific observations and a clear impact, but the opening and the request need to respect that power dynamic. Kele explains how to invite the conversation rather than spring it on your boss, and how to make a bounded request tied to doing your work well instead of telling your manager what to do. The goal is a useful conversation—not a confrontation or a guarantee of a particular response. Who This Episode Is For This episode is especially for women in middle and senior leadership who are carrying feedback they have not been able to say. Whether the conversation is with your boss, a peer, or a direct report, it is for the leader who knows something needs to change but keeps drafting—and deleting—the message. Your Action Step Choose one piece of feedback you have been avoiding. Spend ten minutes writing down what you actually saw or heard, when it happened, the one impact that matters most for the work, the question you want to ask, and what you would like to be different next time. If the feedback is for your boss, also consider how you will ask to begin the conversation. Common Questions About Giving Difficult Feedback at Work How do you give constructive feedback to your boss? Prepare one specific example, explain its impact on the work, and invite your boss’s perspective. Ask whether it is a good time to talk, then make a focused request rather than issuing an instruction. Kele explains how these changes make upward feedback different from feedback to a direct report. What is the difference between a feeling and useful feedback? Feelings can alert you that something needs attention, but they do not identify what the other person can change. Useful feedback describes an observable behavior and its impact. “He treats us like children” is an interpretation; describing a specific meeting where a decision was made before the team was consulted gives the conversation a concrete starting point. What should you do when someone gets defensive about feedback? Stay with the specific behavior, invite their perspective, and avoid debating their character or motives. Kele’s guiding principle is to neither argue nor retreat: keep the message clear without turning the conversation into a contest. Is it safe to give your manager negative feedback? Not always. A communication framework cannot guarantee safety with a manager who punishes disagreement or in an organization that penalizes speaking up. This episode distinguishes between preparing a difficult conversation and recognizing a situation where the risk itself needs attention. How do you give feedback to a peer without authority over them? Focus on a specific behavior and its impact on shared work, ask for their perspective, and discuss a practical next step. The aim is to agree on what would help the work, not to position yourself as their manager. When is the best time to give difficult feedback? Choose a private, appropriate setting while the example is still fresh enough to discuss clearly. If either person is angry, wait until the conversation can happen more calmly. Timing matters, but speed is not more important than being ready to speak constructively. Why is “good job” not enough as positive feedback? “Good job” expresses approval but does not tell someone what to repeat. More useful positive feedback identifies what they did and what it made possible. Specificity should not appear only when something has gone wrong. AI Prompt: Prepare Your Feedback Conversation Use this prompt after listening to apply the framework to your own situation. Remove names, identifying details, and confidential workplace information before using an AI tool. Copy and paste: You are my executive communication coach. Help me prepare for a feedback conversation at work. Before writing a script, ask me these questions one at a time: (1) Is this feedback for a direct report, a peer, or my boss? (2) What did I actually see or hear in one specific instance, and when did it happen? (3) Which one effect matters most for the work? (4) What context might they have that I do not? (5) What is the one specific thing I would like to be different next time? (6) Is there anything about this person’s past responses or the workplace culture that makes speaking up risky? Then help me distinguish observable behavior from assumptions about motives or character. If I describe retaliation or a credible risk to my job, do not present a script as a guarantee of safety; acknowledge that risk before proceeding. Otherwise, draft a short script in this order: the specific behavior, one work-related impact, an open-ended check-in question, and one clear next step. If the feedback is for my boss, add a permission-based opening and turn the next step into a bounded request tied to what I need to do my work well. Keep the language warm, direct, and natural to say out loud. Avoid unnecessary apologies, vague softening, and character judgments. Keep the script under ninety seconds. Ready to Go Deeper? If you have been holding back feedback because you cannot see a useful way into the conversation, you do not have to work through it alone. A free, thirty-minute Leadership Strategy Call is a chance to look at your actual situation: what you need to say, who needs to hear it, and what to consider before you speak. Explore your options with Kele and identify a thoughtful next step. Book your free Leadership Strategy Call About Your Host Kele Belton is a communication and leadership facilitator, coach, and consultant, and the host of Communicate to Lead. Through her company, The Tailored Approach, she helps high-performing women in middle and senior management move from essential but invisible to seen, sponsored, and promoted. LinkedIn: linkedin.com/in/kele-ruth-belton Instagram: @thetailoredapproach Website: thetailoredapproach.com Book a Leadership Strategy Call: PodMatch PodMatch Automatically Matches Ideal Podcast Guests and Hosts For Interviews

October 12, 20265 min

207. How to Track Your Accomplishments in Ten Minutes a Week

Your audit has a shelf life. It captures everything up to the day you sit down, and nothing after. There are still a few months left in the year and plenty left for you to finish, and the work you're doing this week will be just as hard to recall in January as March is right now. That's where this usually breaks down. You finish the audit and feel done. The audit is the start of the work, and what you do from here decides whether you're sitting in the same spot next year. In this Monday Momentum episode of Communicate to Lead, Kele Belton gives you the ten-minute weekly habit that keeps your record current for the rest of the year. She explains the schedule detail fades on, why a record nobody reads beats one written for an audience, and the five questions to answer every Friday before you shut the laptop. This is Part 2 of the four-part series "Build Your Case Before December." Speak to Be Seen Summit, Tomorrow, Tuesday, October 13 Kele is speaking at this free live online summit on the communication tools that make others see you as a leader, and how to stay irreplaceable in the age of AI. Live Q&A is included, so you can bring your own questions. If you've been meaning to sign up, today is the day. Register free: https://gtlk.link/kele What You Will Learn Why your audit has a shelf life, and what happens to every week of work that comes after it. The schedule detail fades on: what you still remember a week out, a month out, and three months out. The five questions to answer in ten minutes every Friday. Why a record nobody else reads is more useful than one written for an audience. Why the question about praise is the one most women skip, and why someone else's words are evidence you can't generate for yourself. Where to put the ten minutes so they survive a Friday afternoon. Who This Is For This episode is for high-performing women in middle and senior management who have started a record of their year and want it current and specific when the review conversation arrives, rather than rebuilding from memory the week before. Your Action Step Set the recurring reminder before you do anything else today, and call it your week in review. Then do your first one this Friday, on the past week. Ten minutes, five questions. Common Questions About Tracking Your Accomplishments at Work How do I keep track of my accomplishments at work? Give it ten minutes once a week at the same time, and write each entry in the week it happened rather than at the end of the year. Friday afternoon works for most people because it doubles as a way to close the week. Put a recurring reminder on your calendar, call it your week in review, and make it the last thing you do before you shut the laptop. What should I write in a weekly work journal? Answer five questions: What did I finish or move forward? Where did I lead, whether that was a decision, a difficult conversation, or backing my team? What problem did I solve? What did someone praise me for? And what did I learn? Keep the specifics: the number, the pushback you handled, the exact thing that broke. How often should I update my list of accomplishments? Weekly, because detail fades on a predictable schedule. A week out, you still remember the number, the pushback you handled, and the exact thing that broke. A month out, you remember the project name. Three months out, you remember that it was busy. Weekly capture catches the specifics while they still exist. Should anyone else see this record? No. This one is private, and that's what makes it work. You're not writing for an audience, so you don't have to manage how any of it sounds, and that honesty is what makes it useful later. Sharing wins with your manager is a separate skill with a separate cadence. AI Prompt (Copy-Paste Ready) Use this prompt to run your weekly ten minutes. Paste it into your preferred AI assistant and keep the same chat open each week. I'm a [role] in [industry]. I'm keeping a running record of my work so I'm ready for my performance review and any career conversation after it. Run my weekly check-in with me. Ask me these five questions, one at a time, and wait for my answer before moving to the next: 1. What did I finish or make real progress on this week? 2. Where did I lead this week (a decision, a difficult conversation, supporting my team)? 3. What problem did I solve? 4. What did someone thank me for or praise me for? 5. What did I learn? Then write my answers back to me as a short dated entry I can paste into my own document. Constraints: - One question at a time, and wait for my answer - If I answer vaguely, ask me for the specific result or number before moving on - If I say nothing happened this week, ask about the small things before you accept that - Keep my own words, don't rewrite my entry into corporate language - Avoid softening language like "just," "a little," "helped with," or "kind of" Example (output style) Week of [date]: Closed the vendor transition two weeks early, which freed the team for the launch. Handled the staffing pushback from [team] directly. Praise from [name] on the way I ran the escalation. Ready to Go Deeper? Ready to turn a year of work into the conversation that moves your career forward? Book a complimentary Leadership Strategy Call with Kele to talk about where you are, where you want to go, and what it'll take to get there. About Your Host Kele Belton is a communication and leadership trainer who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks. Connect with Kele LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/ Instagram: https://www.instagram.com/thetailoredapproach/ Website: https://thetailoredapproach.com Book a Leadership Strategy Call: https://calendly.com/kele-thetailoredapproach/leadership-strategy-call

October 8, 202624 min

206. What to Say When You’re Interrupted in Meetings

Getting talked over in meetings? You do not need to raise your voice or become someone you are not to make your point heard. In this episode, Kele Belton shares a three-part practice: claim your time before the meeting, lead with your conclusion, and use a calm boundary when someone interrupts you. In this Thursday Deep-Dive episode of Communicate to Lead, communication and leadership coach Kele Belton explains how repeated interruptions can affect workplace visibility—and how to respond without turning every meeting into a confrontation. Through the story of Dana, a senior HR director whose warnings were repeatedly cut short, Kele explores the cost of important information going unheard. She shows why adding more background can delay your message, how to prepare a headline-first opening, and what to say when a colleague or senior leader cuts you off. You will also hear how to adapt the practice for virtual meetings, address a recurring pattern privately with your boss, and use a brief written follow-up to keep crucial information on the record. Join Kele Live: Speak to Be Seen Summit - October 13 On Tuesday, October 13, Kele joins speaking-confidence coach Lilach Mendelovich for the free live online summit, Speak to Be Seen: Master the Conversations That Build Trust, Influence Decisions, and Open Doors. Six experts share strategies for being heard when the stakes are high. Kele’s session covers communication tools that help others see you as a leader and staying irreplaceable in the age of AI. Live Q&A is included. Register free for Speak to Be Seen In This Episode, You'll Learn How repeated interruptions can weaken your visibility and keep important information from reaching decision-makers. How to request agenda time before a meeting instead of competing for airtime. Why leading with your conclusion helps your main point land before the background. The exact phrase to use when someone talks over you, without raising your voice. How a short post-meeting follow-up helps document crucial points and next steps. How to handle interruptions on video calls and discuss a recurring pattern privately with your boss. Who This Episode Is For This episode is for high-performing women in middle and senior management who keep getting interrupted by peers, bosses, or senior leaders. It is especially relevant if you have important information to share, but leave meetings feeling that your judgment, recommendations, or concerns were not heard. Your Action Step: Prepare for ONE Meeting Choose your next meeting where you need to make a crucial point. Before it starts, request a few minutes on the agenda and write one opening sentence that states your conclusion, decision, or request. Put the point first—not the background. If you are interrupted, use Kele’s line: “Let me make this one point, it will take thirty seconds, and then I will hand it back to you.” Say it evenly, finish your point, and honor the time you named. If crucial information still needs to be captured, follow up with a brief written note. Adaptable agenda request: “Could we reserve three minutes in tomorrow’s meeting for the staffing risk and the decision we need?” Adaptable follow-up: “I raised a staffing risk affecting the launch team. My recommendation is to confirm additional support before the next milestone. Please confirm who will own the decision and when we can resolve it.” AI Prompt: Write a Headline-First Meeting Opening Copy this prompt into your preferred AI assistant. Use only information you are permitted to share; anonymize names and sensitive workplace details. You are my executive communication coach. I have something I need to raise in a meeting, and I tend to give too much background before getting to my point. Before writing anything, ask these three questions one at a time and wait for my answer: What point, decision, or request do I need to get across? Who is in the room, and what do they care about? What background have I been starting with instead? Then write three versions of my opening sentence. Each must state my conclusion first, in plain spoken language, in no more than twenty words. Keep my voice warm and professional. Avoid corporate jargon and unnecessary softening such as “just,” “maybe,” and “I was wondering if.” Write only the opening line, not the background. Do not invent facts or exaggerate the risk. Do not make me sound aggressive. Example: “This team needs additional support this quarter to reduce the risk of losing a key employee.” Common Questions About Being Interrupted at Work What should I say when someone interrupts me in a meeting? Use a calm, specific boundary: “Let me make this one point, it will take thirty seconds, and then I will hand it back to you.” The phrase names what you need, limits the time, and signals that you will return the floor. It is a practical response—not a guarantee that every person will cooperate. How can I reduce the chance of getting talked over in meetings? Kele recommends requesting agenda time in advance and opening with your main point rather than a long explanation. These steps give your contribution a defined place and make your conclusion easier to hear. They do not make you responsible for another person’s interruptions. Why might more preparation make my message easier to interrupt? Preparation is valuable, but delivering all your background before your conclusion can leave your point unheard if someone cuts in. Prepare the evidence, then present the headline first and add supporting context afterward. How do I handle a boss who constantly interrupts me? If it is appropriate and safe to do so, discuss the pattern privately and focus on the cost to the work. Kele suggests: “I have information you need, and it is not reaching you in those meetings. I would like to fix that.” Ask for an agreed way to finish crucial points. A communication technique alone may not resolve an entrenched pattern. How do I avoid getting talked over on a video call? Request time on the agenda before the call and use the raise-hand feature during it. Lead with your conclusion. When re-entering after overlapping audio, use the person’s name first so it is clear who you are addressing, then state the point you need to finish. What should I do after an important point goes unheard? Send a short factual follow-up identifying the issue you raised, your recommendation, and the decision or next step needed. Kele describes a four-minute post-meeting habit to keep crucial information visible. Written follow-up supports the conversation; it does not replace addressing a repeated interruption pattern. Ready to Go Deeper? If recurring interruptions, a status gap, or high-stakes conversations are making it harder for your leadership to be heard, book a free 30-minute Leadership Strategy Call with Kele. Discuss your situation, where your voice is getting through, and what would help you communicate your value more clearly. Book your free Leadership Strategy Call About Kele Belton Kele Belton is a communication and leadership facilitator, coach, and consultant, and the host of Communicate to Lead. She helps high-performing women in middle and senior management move from being essential but invisible to being seen, sponsored, and promoted. Through The Tailored Approach, she helps leaders build communication skills and executive presence so their contributions are recognized. Connect with Kele LinkedIn: linkedin.com/in/kele-ruth-belton Instagram: @thetailoredapproach Website: thetailoredapproach.com Book a Leadership Strategy Call: Schedule here PodMatch PodMatch Automatically Matches Ideal Podcast Guests and Hosts For Interviews

October 5, 20265 min

205. How to Remember What You Accomplished This Year: A 90-Minute Review Audit

Can’t remember what you accomplished this year when it is time to write your performance review? That is not a sign that you did not deliver. It is what happens when a busy year of projects, decisions, problems solved, and relationships built was never captured in one place as it happened. In this episode of Communicate to Lead, leadership coach Kele Belton shares a practical 90-minute year-end audit to help you rebuild your accomplishments list before a performance review, self-assessment, promotion conversation, or career-planning discussion. You will learn how to stop relying on memory, use your calendar and sent folder to recover the evidence of your year, and organize what you find under four simple headings: what you finished, where you led, what you built in yourself, and relationships you strengthened. You will also learn why high-performing women often minimize the work they do remember—and how specific written evidence helps you advocate for yourself with more accuracy and confidence. This is Part 1 of the four-part October series, “Build Your Case Before December.” Join Kele Live: Speak to Be Seen Summit, Tuesday, October 13 On Tuesday, October 13, Kele joins speaking-confidence coach Lilach Mendelovich for the free online Speak to Be Seen Summit: Master the Conversations That Build Trust, Influence Decisions, and Open Doors. Six experts will share practical strategies for being heard when the stakes are high. Kele’s session focuses on the communication tools that help others see you as a leader and how to remain irreplaceable in the age of AI. Live Q&A is included. Register free for the Speak to Be Seen Summit In This Episode, You'll Learn Why it is difficult to remember your accomplishments during performance-review season—and why the problem is not a bad memory. Why high-performing women often minimize the work they do remember when writing a self-assessment or making a review case. How to complete a 90-minute year-end audit using evidence you already have. The four headings that organize accomplishments into a useful performance-review record. How to use your calendar and sent folder to recover projects, results, leadership moments, and relationships from the past year. How to capture each accomplishment with enough specificity to use it in a self-review, promotion conversation, raise request, or resume update. Your Action Step Before you close your laptop today, schedule a 90-minute appointment with yourself called “Year-End Review Audit.” Treat it like a meeting with your CEO: protect the time and do not reschedule it. When the time arrives, open a document and add these four headings: What I finished: projects, launches, improvements, and outcomes delivered. Where I led: decisions, difficult conversations, mentoring, team advocacy, and moments you took ownership. What I built in myself: new skills, training, hard-won lessons, and capabilities strengthened. Relationships I strengthened: stakeholders, collaborators, cross-functional partners, clients, and teams. Then rebuild the year from evidence rather than memory. Review your calendar month by month. Search your sent email folder for terms such as “completed,” “launched,” “approved,” “delivered,” “thank you,” or the names of key projects and stakeholders. Vague: “Helped with the vendor transition.” Specific: “Led the vendor transition, completed it two weeks early, and freed the team to focus on the launch.” Capture first; edit later. If you are unsure whether something counts, add it. You can always refine your record, but you cannot recover details you never wrote down. Who This Episode Is For This episode is for high-performing women in middle management and senior management who are preparing for a performance review, self-assessment, promotion conversation, or compensation discussion. Frequently Asked Questions How do I prepare for a performance review when I cannot remember what I did this year? Stop trying to work from memory alone. Schedule a focused 90-minute audit, review your calendar month by month, and search your sent email folder for completed work, key projects, approvals, launches, and stakeholder updates. Organize what you find under four headings: what you finished, where you led, what you built in yourself, and relationships you strengthened. How long does it take to write a list of accomplishments for a performance review? A 90-minute session is enough for a strong first pass when you use records such as your calendar and sent emails. The goal is not to create a perfect performance-review narrative in one sitting. It is to capture the evidence of your year while it is still retrievable, then refine the most relevant examples for your review or career conversation. What should I include in a performance-review accomplishments list? Include completed projects, measurable outcomes, process improvements, revenue or cost impact, risks avoided, difficult problems solved, leadership decisions, mentoring, cross-functional collaboration, stakeholder relationships, and skills developed. For each entry, describe the situation, what you did, and what changed because of your work. Why do I undersell my accomplishments at work? Many high performers focus on what is next rather than pausing to record what they completed. Some people also minimize work that felt routine to them, even when it created significant value for others. A written record with specific outcomes helps you distinguish between work that felt ordinary and work that had real business, team, customer, or leadership impact. What do I write down if nothing comes to mind? Start with your calendar, not a blank page. Move through the year one month at a time and record meetings, projects, deadlines, problems, decisions, and people you worked with. Use your sent folder to find follow-ups, progress updates, completed deliverables, and thank-you messages. If something seems too small, capture it anyway; you can decide later what belongs in the final review. AI Prompt: Build Your Accomplishments List Use this copy-and-paste prompt in your preferred AI assistant to interview yourself month by month and turn your memories into a structured review record. I am a [role] in [industry]. I am doing an audit of my accomplishments from this year so I am ready for my performance review, self-assessment, and any career conversation that follows. I cannot remember most of it off the top of my head, so I need you to interview me. Walk me through the year, one month at a time, starting with January. For each month, ask what I was working on, what I finished, what decision I made, what problem I handled, and what I learned. Keep your questions short, ask follow-up questions when my answer is vague, and wait for my answer before moving to the next month. Then organize everything I tell you into four sections: 1. What I finished: projects, launches, improvements, and outcomes. 2. Where I led: decisions, difficult conversations, mentoring, and advocacy for my team. 3. What I built in myself: new skills, training, and hard-won lessons. 4. Relationships I strengthened: collaborations, stakeholders, and cross-functional work. Use these constraints: - Ask about one month at a time and wait for my response. - Push for the specific result when I give a vague answer. - Preserve my wording when it is strong; do not turn it into generic corporate language. - Do not let me skip a month because I think nothing happened. - For every entry, help me identify the situation, what I did, and the result or impact. Ready to Go Deeper? If you want help turning your year of work into a clear case for recognition, compensation, promotion, or your next leadership opportunity, a Leadership Strategy Call can help. In this complimentary 30-minute conversation, Kele will help you identify the evidence that matters most, clarify the opportunity you want next, and create a communication strategy that reflects the value you already bring. Book your complimentary Leadership Strategy Call About Kele Belton Kele Belton is a communication and leadership coach, facilitator, and consultant, as well as the host of Communicate to Lead. She helps high-performing women in middle and senior management move from being essential but invisible to being seen, sponsored, and promoted. Through The Tailored Approach, Kele helps women leaders build executive presence, communicate their value, navigate workplace dynamics, and develop the visibility needed for sustainable career advancement. Connect With Kele LinkedIn: linkedin.com/in/kele-ruth-belton Instagram: @thetailoredapproach Website: thetailoredapproach.com Book a Leadership Strategy Call: Schedule here

October 1, 202625 min

204. How to Be Assertive Without Being Called Aggressive

Being assertive is not your problem. Being called aggressive for it is. You were clear, you were direct, you named the thing no one else would, and you still walked out of that meeting wondering if you were too much. Should I soften it next time? If you have ever been told to dial it back or work on your tone, you are standing in one of the oldest traps set for women who lead. The way out is not to become smaller. It is to stay direct on the substance and warm in the delivery, two separate dials rather than one slider. That distinction is what separates a woman who gets called difficult from a woman who gets described as having presence. IN THIS EPISODE In this episode of Communicate to Lead, Kele Belton takes on the bind so many accomplished women know by heart: you have to be assertive to lead, and the moment you are, you risk being labeled in a way that follows you into rooms you are not even in. She opens with Yvonne, a senior manager at a global company who was told in a review that she was too aggressive and should soften how she came across. Yvonne pushed back hard, dug in, and kept being right, and stayed stuck, watching colleagues get promoted past her while the label hardened into the story people told about her. Kele then names what is actually happening. This is the double bind: women are expected to be warm and communal, leaders are expected to be decisive and direct, and an assertive woman gets marked down for whichever expectation she is not meeting in the moment. It is a bias in how assertiveness gets read, not a personal flaw to fix, and both instinctive responses, shrinking or digging in, leave you stuck. From there she walks through the four-part practice for putting the reframe to work, draws the line between warmth and niceness, answers the obvious objection (will warmth read as soft?), and covers what to do when the feedback has a grain of truth. She closes with where this foundation stops: the manager who reads any disagreement as insubordination, the culture actively hostile to an assertive woman, and repairing a reputation already labeled difficult. This is a standalone Thursday deep-dive that connects to the show’s ongoing themes of visibility and executive presence. WHAT YOU WILL LEARN Why being called “too aggressive” is usually a bias in how your assertiveness gets read, not a flaw you need to fix What the double bind is, and why assertive women get penalized for being held to two conflicting expectations at once Why the two instinctive responses, shrinking yourself or digging in, both keep you stuck The reframe at the center of the episode: direct on the substance, warm in the delivery, as two separate dials A four-part practice for being assertive and still respected: anchor the assertion in a shared stake, be clear on the what and warm in the how, hold your ground without escalating, and cut the padding while keeping the warmth The difference between warmth and niceness, and why that distinction protects your authority instead of softening it What to do when the feedback has a grain of truth, and how to repair your delivery without walking back your position WHO THIS IS FOR This episode is for high-performing women in middle and senior management who have been told they are too aggressive, too direct, or need to soften their tone, and who want to stay clear and unmistakable without being filed under difficult. It is for the leader who knows her work is excellent and is tired of being asked to become a smaller version of herself to get ahead. YOUR ACTION STEP Think of one thing you have been softening: a position you have been raising as a tentative question, or an ask you keep padding with qualifiers so no one can accuse you of being too much. One. This week, say it once the new way. State it plainly, anchor it in the shared stake, the work, the goal, the team, and deliver it with warmth. Then hold your ground if it gets pushback, without getting louder and without folding. One assertion, done with precision instead of apology. AI PROMPT (COPY-PASTE READY) Use this to turn something you have been softening into a statement that is direct on the substance and warm in the delivery. “You are my executive communication coach. I need to say something at work that I have been softening, padding, or avoiding. Before you write anything, ask me these three questions, one at a time: (1) What is the exact position, request, or truth I need to get across? (2) Who am I saying it to, and what shared goal, client, team, or outcome does it serve? (3) Where have I been hedging, apologizing, or turning it into a tentative question? Then write: three versions of the statement I can say out loud. Each one direct on the substance, warm in the delivery, anchored in the shared stake rather than a personal want, and no longer than two or three short sentences. Constraints: Keep my voice warm and professional. No corporate jargon. Cut softening language like just, a little, maybe, I was wondering if, and sorry to bother you. Keep the warmth, remove the padding. Do not make me sound aggressive, and do not make me sound unsure. Example (output style): ‘I care about getting this right, so I want to name a risk I do not think we have covered. If we hold this date, we will ship something we will have to apologize for. I would move it.’” COMMON QUESTIONS ABOUT BEING ASSERTIVE WITHOUT BEING AGGRESSIVE How can women be assertive without being seen as aggressive? Separate what you say from how you say it. Keep the substance firm: the clear position, the direct ask, the hard truth named plainly. Then turn the warmth up in your delivery through tone, eye contact, and genuine regard for the other person. Assertiveness is not the problem, and softening it is not the fix. What is the double bind for women in leadership? The double bind is a clash between two sets of expectations. People expect a woman to be warm and communal, and they expect a leader to be decisive and direct. An assertive woman meets the leader expectation while appearing to violate the woman expectation, so she gets penalized for the gap between them. Why do women get called aggressive for being assertive? The same behavior gets read differently depending on who does it. A 2014 analysis of 248 performance reviews by linguist Kieran Snyder, published in Fortune, found critical personality feedback such as abrasive, bossy, and aggressive in 76 percent of women’s reviews and 2 percent of men’s. The behavior matched. The labels did not. What is the difference between being warm and being nice at work? Nice is about being liked, and it will trade away the truth to keep the peace. Warmth is genuine regard for the person in front of you, and it can carry a hard truth without cruelty. Niceness pulls capable women into over-apologizing. Warmth is strong enough to hold the hard thing and kind enough to make it land. What should you do if you have been told you are too aggressive at work? Separate the bias from the grain of truth. Most often the label reflects a bias in how your assertiveness is read, and the answer is to keep your substance and add warmth to your delivery rather than shrink. If your delivery genuinely was sharp on a hard day, address the delivery only, without walking back your position. How do you disagree with senior leadership without hurting your standing? Stay firm on the substance and warm in the frame. Name the shared stake before the risk: “I want us to get this right, so I am going to name a risk I do not think we have talked about.” That makes your disagreement unmistakable and positions you as an ally of the outcome rather than an obstacle to it. READY TO GO DEEPER? If you are carrying the harder version of this, a reputation you are working to repair, a boss who bristles at every disagreement, or a room where you can feel the bias but cannot quite name it, that is exactly the work Kele does with clients. A Leadership Strategy Call is a free thirty-minute conversation where you look at your actual situation, where your assertiveness is landing, where it is not, and what would change how you are heard. Let us talk about where you are, where you want to go, and what it will take to get there. Book your free Leadership Strategy Call ABOUT YOUR HOST Kele Belton is a communication and leadership facilitator, coach, and consultant, and the host of Communicate to Lead. She helps high-performing women in middle and senior management move from being essential but invisible to being seen, sponsored, and promoted. Through her company, The Tailored Approach, Kele works with leaders to build the communication skills and executive presence that get their contributions recognized and their careers moving. CONNECT WITH KELE LinkedIn: linkedin.com/in/kele-ruth-belton Instagram: @thetailoredapproach Website: thetailoredapproach.com Book a Leadership Strategy Call: Schedule here PodMatch PodMatch Automatically Matches Ideal Podcast Guests and Hosts For Interviews

September 28, 20265 min

203. How to Get Your Sponsor to Advocate for You at Work

You have a sponsor. So why didn't they speak up when it counted? A director had exactly what women are told to go get: a senior leader who respected her, knew her work for years, and wanted to see her rise. Then a promotion cycle came around, and he said something warm and vague. Not because he didn't support her, but because when her name came up, he didn't know what to say that would set her apart. Someone else got championed with specifics. Having a sponsor isn't the same as activating one. The difference is what you put in their hands. In this Monday Momentum episode of Communicate to Lead, Kele Belton closes the four-part September series with the step that carries the most weight: equipping your sponsor to champion you with specifics. She explains why goodwill alone doesn't move a decision, why the few seconds your name is in the air go to whoever speaks with specifics, and how to hand your sponsor three things they can use the moment it matters. This is Part 4, the finale of the four-part series "Position Yourself for What's Next." What You Will Learn Why a sponsor who supports you and a sponsor equipped to represent you are two different things. What happens in the few seconds your name comes up in a room you're not in. The three things to hand your sponsor: what you want, why you've earned it, and the words they can repeat. How to open that conversation so it lands as equipping someone, not asking a favor. Where to start if you don't have a sponsor yet. Who This Is For This episode is for high-performing women in middle and senior management who already have a sponsor or senior advocate and want that support to show up as specific, persuasive words in the rooms where decisions get made. Your Action Step This week, identify one sponsor and prepare the three things: what you want, the results that back it, and one sentence they can repeat. Then have the conversation. You're handing someone who already backs you what they need to say it out loud when it counts. Common Questions About Sponsorship at Work How do I get my sponsor to advocate for me? Equip them. Bring three things: what you're putting yourself forward for, the results that back it, and one sentence they can repeat word for word. Sponsors rarely stay quiet because they don't want to help. They stay quiet because they don't have the words ready in the moment. Why isn't my sponsor speaking up for me? Usually it isn't a lack of support. When your name comes up, your sponsor has a few seconds to say something that sticks. With nothing specific to draw on, they reach for warm, general praise, and general praise doesn't shift a decision. What's the difference between having a sponsor and activating one? Having a sponsor means someone with influence is invested in your growth. Activating one means they're carrying your ask, your evidence, and your language into rooms you're not in. The second is what changes outcomes. What if I don't have a sponsor yet? Then building the relationship is your first step, not this one. Episode 161 walks through how to get a sponsor using a 15-minute coffee chat, and Episode 158 explains the sponsorship gap and why women are often mentored rather than sponsored. AI Prompt (Copy-Paste Ready) Use this prompt to prepare the conversation that activates your sponsor. Paste it into your preferred AI assistant and answer the questions as they come. I'm a [role] in [industry]. I have a sponsor who supports me, and I want to equip them to champion me with specifics when my name comes up in a room I'm not in. Help me prepare what to bring them: my ask, my evidence, and the exact words they can repeat. Ask me 3 questions: 1. What specifically am I putting myself forward for (a role, a project, a promotion)? 2. What are the strongest results I've delivered that support this? 3. How would I describe my value in one repeatable sentence? Then write: - A short, confident way to open the conversation with my sponsor and make the ask. - A two or three line summary of my results my sponsor can reference. - One sentence my sponsor can repeat word for word when my name comes up. Constraints: - Frame it as equipping someone who already supports me, not asking a favor or auditioning for their belief - Lead with what I've delivered, and make the sentence specific and repeatable - Must sound natural and confident when spoken aloud - Avoid softening language like "just," "hoping," "I was wondering," "maybe," or "if it's not too much trouble" Example (output style) The ask: "I'm putting myself forward for the director role, and I'd value your support when it's discussed." The repeatable sentence: "She's the one leadership trusts with the accounts that can't afford to fail." Mentioned in This Episode Episode 161: How to Get a Sponsor at Work, The 15-Minute Coffee Chat Strategy Episode 158: The Sponsorship Gap: Why Women Get Mentored, Not Sponsored Episode 201: How to Describe Your Value in One Sentence (Part 3 of the series) Ready to Go Deeper? Ready to build your full Q4 positioning plan with support? Book a complimentary Leadership Strategy Call with Kele to talk about where you are, where you want to go, and what it'll take to get there. About Your Host Kele Belton is a communication and leadership trainer who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks. Connect with Kele LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/ Instagram: https://www.instagram.com/thetailoredapproach/ Website: https://thetailoredapproach.com Book a Leadership Strategy Call: https://calendly.com/kele-thetailoredapproach/leadership-strategy-call

September 24, 202626 min

202. How Smart Leaders Use AI to Communicate (Without Losing Their Voice)

Using AI to write emails, presentations, or client messages—but worried the result sounds polished and not like you? The most effective leaders do not use AI to replace their thinking or voice. They use it to stress-test a message, clarify an ask, and identify weaknesses before a real person receives it. In this episode of Communicate to Lead, leadership coach Kele Belton shares how to use AI for workplace communication without sounding generic, losing trust, or handing over your judgment. You will learn how to use AI as a second reader instead of a ghostwriter—so your writing becomes clearer, more strategic, and still unmistakably yours. This practical approach works whether you are writing to your team, asking another department for support, preparing a senior-leadership presentation, responding to a client, or making a high-stakes recommendation. The core practice is simple: write the message yourself first, then ask AI to identify what is unclear, overly soft, buried, or likely to miss with the specific person receiving it. This episode builds on Episode 166, What AI Can Never Do: Why Human Leadership Still Wins, and Episode 144, Why Your Leadership Brand Matters More in the Age of AI. In This Episode, You'll Learn Why AI-generated writing can sound polished while still reducing clarity, credibility, or trust. The difference between using AI to produce more content and using it to improve your thinking. How to use AI as a second reader to stress-test emails, presentations, requests, and client communication. How to find a buried ask, unclear message, weak sentence, or unnecessary softening before you send. How to protect your authentic voice and leadership judgment when using AI at work. What communication should remain human, including confidential, sensitive, relationship-centered, and high-stakes messages. Your Action Step Before you send your next message that carries weight—an update to your team, a cross-functional request, a senior-leadership slide deck, or a client email—write the first draft yourself. Then use AI to stress-test the draft, not rewrite it. Give the tool context about the recipient’s role, priorities, and pressures. Ask it to point to the specific sentences that are unclear, overly soft, or likely to create resistance. Decide what feedback is useful, then make revisions in your own words. “Read this as my VP of Operations, who is focused on reducing delivery risk this quarter. Do not rewrite it. Tell me where the main request is unclear, where I sound unsure, and which sentence is least likely to persuade her.” This approach keeps the thinking, judgment, and final voice with you—while helping you improve the message before it reaches the person who matters. AI Prompts From This Episode Copy and paste these prompts to stress-test a message you have already written. Replace the bracketed text with details about the person receiving it. Stress-test a message I am going to share a message I wrote. Read it as [the recipient: their role, what is on their plate, and what they care about]. Do not rewrite anything. Tell me what is unclear, where I sound unsure, and what would make this person stop reading or say no. Point me to the specific sentences. Find the ask Where is my main point or request in this message? How long does it take the reader to reach it? What information, if any, is getting in the way? Do not rewrite the message. Check for softening List every place I softened or hedged this message. For each one, explain what it may signal to the reader. Do not rewrite anything. Identify the weakest part What is the weakest part of this message, and why? Point to the specific sentence. Explain how it might land with [recipient]. Do not rewrite anything. Who This Episode Is For This episode is for high-performing women in middle management and senior management who: Use AI tools such as ChatGPT, Claude, Gemini, or workplace-approved AI assistants for communication. Want to write faster without sounding generic or losing their authentic voice. Need to make clearer requests, recommendations, and leadership messages. Want to protect trust, confidentiality, and human connection while using AI responsibly. Are preparing messages for a team, peer, senior leader, client, or other important stakeholder. Frequently Asked Questions How should leaders use AI for communication? Use AI to sharpen your thinking, not replace your voice. Draft the message yourself first, then ask AI to read it as the intended recipient and identify unclear wording, weak logic, buried requests, or softening language. Keep the judgment, decisions, and final wording with you. AI works best as a second reader, not a ghostwriter. Does using AI to write work emails hurt trust? It can when the tool does most of the writing and the message no longer sounds like the person sending it. AI can be useful for grammar, structure, clarity checks, and feedback. The risk rises when leaders send polished but generic messages that feel disconnected from their real voice, relationship, or responsibility. How do I keep my own voice when using AI? Write the first draft yourself. Give AI a focused feedback role rather than asking it to generate the message from scratch. Tell it not to rewrite; ask it to point to sentences that are unclear, vague, overly soft, or misaligned with the recipient. Then revise in your own language, using your own judgment. What should I never use AI to write at work? Do not place confidential, proprietary, employee, customer, or client information into an AI tool unless your organization has approved that tool and use case. For relationship-centered or highly sensitive communication—such as performance concerns, layoffs, personal loss, conflict, or a values-based stand—AI can help you prepare, but the final message should come directly from you. How can AI help me prepare an important presentation or request? Write your core message first, name the person or audience who will receive it, and ask AI to stress-test the draft from that perspective. Ask where the main point appears, what objections or concerns the recipient may have, where the ask is weak, and which sentences might cause confusion. Use that feedback to strengthen the message in your own words. Is it unprofessional to use AI at work? No—when it is used responsibly and within your organization’s policies. Professional use means protecting confidentiality, applying your own judgment, checking accuracy, and remaining accountable for the final message. AI should support your communication and decision-making, not disguise authorship or replace necessary human leadership. Mentioned in This Episode Episode 166: What AI Can Never Do: Why Human Leadership Still Wins Episode 144: Why Your Leadership Brand Matters More in the Age of AI Ready to Go Deeper? If you want help applying this approach to the way you lead, write, present, or navigate high-stakes conversations, a Leadership Strategy Call can help. In this complimentary 30-minute conversation, Kele will help you identify what is working in your communication, what may be weakening your message, and the practical shifts that will help you communicate with greater clarity, trust, and influence. Book your free Leadership Strategy Call About Kele Belton Kele Belton is a communication and leadership coach, facilitator, and consultant, as well as the host of Communicate to Lead. She helps high-performing women in middle and senior management move from being essential but invisible to being seen, sponsored, and promoted. Through The Tailored Approach, Kele helps women leaders build executive presence, communicate their value, navigate workplace dynamics, and develop the visibility and influence needed for sustainable career advancement. Connect With Kele LinkedIn: linkedin.com/in/kele-ruth-belton Instagram: @thetailoredapproach Website: thetailoredapproach.com Book a Leadership Strategy Call: Schedule here PodMatch PodMatch Automatically Matches Ideal Podcast Guests and Hosts For Interviews

Is this your show?

Claim this listing to keep it up to date, reach guests who want to pitch you, and manage bookings with Guestify.

Claim this listing

More Business podcasts