How a Communication Workshop Can Be Useful For Workplace Communication

Communication is a vital process within any workplace or social environment. From conversations between co-workers to discussions among business partners and customer engagement activities – communication serves as the adhesive that keeps people together.

On the contrary, a lack of communication can quickly compromise a project or collaboration and lead to long-term misunderstandings. As author Horace Jackson Brown Jr. said, “don’t burn bridges. You’ll be surprised how many times you have to cross the same river.

While grievances and misunderstandings may abound among individuals due to conflicting perspectives, quality communication skills will help you agree amicably without straining personal and professional relationships. That’s where a communication workshop can be handy in providing the guidance and support to make the most of every interaction.

Types of Workplace Communication That Communication Skills Training Can Help

Communication skills in an organisational context depend on the environment and medium that it takes place in. We’ve all had the experience of getting into a long, boring meeting thinking, “This could have been an email.” An effective communicator would be able to develop the skills and ability that doesn’t just allow them to convey information purposefully, but also know the right timing, and method of delivery to do so effectively.

Leadership Communication

When it comes to leadership, the goal of management is to build a relationship between employee and the organisation—ensuring an alignment of values. This can be done through communication to influence, inspire, persuade commitment, or to inform about changes in company policy.

Formal Internal Communication:

These refer to organisational communication delivery such as updates, meetings, presentations, and upwards communication between managers, leaders and teams. These are a critical part of any organisation and team communication efforts as they are meant to engage, build synergy, quickly communicate information, and influence professionals and management for better business action.

Customer Communication

Modern business communication has evolved to focus on customer-centricity. As a customer yourself, you would be able to understand the importance that effective company communication has on your experience with any brand. The effectiveness of customer communication falls upon how well you plan your message to cater your customers’ needs and preferences.

Informal Communication

The primary goal of this type of communication is to connect, engage and build relationships with colleagues—while moving the work of the organisation forward. These can be in the form of emails and chats that happen through the course of the work day.

A lack of understanding on the objectives and strategies of communication increases the risk of misunderstandings and conflicts occurring. This doesn’t just affect the relationship between employees, it also results in lost opportunities and lower organisational performance. Through communication skills training and communication skills workshops, professionals and management will be better equipped to handle business communication with success.

What Are Communication Skills?

Communication skills are an umbrella term, essentially helping you say the right things, to the right person, at the right time – and in the right way. Essentially, effective communicators have a good grasp of human emotions, and they have the skills to approach a delicate situation most tactfully.

For business leaders, it means conveying messages, visions, and directions transparently without misunderstanding while fostering teamwork among the workforce. For workers, it relates to understanding varying working styles among colleagues and accommodating them as much as possible.

While communications skills are essentially as complex and diverse as human emotions, there are some that you should focus on at work. Healthy communication serves as the foundation of positive work culture, which provides a slew of benefits that include revenue gains and employee retention. It is a skill that can make a world of difference in the quality of the relationships between various stakeholders in an organisation.

Active Listening Skills

It is important to remember that conversation isn’t just about talking—it is equally important for us to learn to listen. Listening should be at the top of any communication skills list for your organisation. While the art of listening seems passive and instinctual, mastery over it takes conscious practice.

Specifically, there is a need to concentrate on active listening skills, where individuals pick up the most important details (i.e., nonverbal cues) from a speaker and provide the most appropriate response. For example, silence may be the best reaction until the speaker finishes the entire sharing instead of interrupting with a suggestion.

Essentially, active listening allows you to identify a person’s perspective and to form solutions that cater to various needs and concerns. Additionally, you have the opportunity to acquire fresh insights and ideas that would be inaccessible if you took a one-dimensional approach to the conversation.

Retired FBI hostage negotiator, Gary Noesner, spent a 30-year career honing the art of active listening. The masterful negotiator identified active listening as one of the most significant learning points from the counselling community.

Noesner shared, “I think that was the big change in negotiations; we realized that [there were] a handful of skills that were extremely effective in allowing us to come across as non-threatening, non-judgmental.”

The same rules apply in a boardroom (arguably at a less intensive scale), at the pantry, or across a remote meeting; active listening puts people at ease and encourages productive interactions.

Clarity in Communication

Clarity in communication helps you convey significant points and directions necessary for managing a business or organisation with minimal disruptions.  Essentially, the more details in a conversation or written discourse, the higher the chance of an error or misinterpretation.

Therefore, being concise is one of the critical components for achieving workplace clarity.

Additionally, lengthy or convoluted communication might cause disengagement among listeners, resulting in higher risks of mistakes and compromised productivity. However, you should exercise caution when being concise, as a lack of information proves equally counterproductive at the workplace.

One effective method for improving clarity is identifying the main goals and context in a specific situation. By doing so, you can jump straight to making a solid point and leave a lasting positive impression without distractions or digression. For example, when setting a deadline, clarify the facts (i.e., date) and consequences of not meeting a target to ensure everybody is on the same page.


Empathy is one of the most crucial elements in a workplace. The trait refers to the ability to put yourself in another person’s shoes, identifying with their concerns, doubts, and interests.

Empathetic co-workers and leaders can work effectively to create a positive workplace that thrives on mutual understanding. Rather than fault-finding and playing the blame game, empathy allows individuals to put differences aside and strive toward a common organisational goal. Open and understanding work relationships can help set the stage for improved creativity.

According to the Management Research Group (MRG), empathy is the strongest predictor of ethical leadership. An ethical leader achieves harmony and great strides within a company, such as gaining support from communities and top talents and improving customer relations.

Quality Feedback

Open, consistent, and constructive feedback provides your team with the diverse experience to learn and improve overall performance. You should promote transparency and encouragement in feedback, which gradually builds confidence in an individual.

Your team will be more willing to embrace continuous learning and skills development through quality feedback, staying motivated to contribute to their fullest.

Additionally, employees will feel more valued and engaged since you went the extra mile to help them improve in their respective roles. According to a Gallup study, “those who received strengths feedback had turnover rates that were 14.9% lower than for employees who received no feedback.”

4 Reasons to Consider Communication Skills Training

The dynamic nature of workplaces require organisations to prioritise effective communication not just for self-development, but for productive employee performance as well, especially when most companies are making use of online media to communicate. According to Gallup, only 17% of employees strongly agree that their company has open communication. Communication skills training and communication skills workshops can provide a wide range of benefits in professional and personal engagements. We can see this manifest across various practical settings.

Communication Training Establishes Trust

Improved communication enables you to earn trust from others, resulting in solid and lasting relationships. For example, as a team leader, you can convince members that you will meet set expectations, inspiring cohesive collaborations.  Additionally, others will have peace of mind knowing that you have their back during times of crisis.

Communication Training Can Help with Improved Workplace Satisfaction

As an effective communicator, you will have the tools and methods to keep co-workers happy and motivated to perform with excellence. You can effectively “read the room” and detect and resolve a communication problem before it spirals out of control. Essentially, you will have the confidence and understanding to keep people together regardless of inherent differences.

Communication Training Mitigates Conflict and Manages Polarity in Relationships

In the rare event of a conflict, you will have the expertise to assess the situation and provide the best outcome for all involved parties in a team. Quick conflict resolution keeps departments and organisations running with minimal “downtime.” Additionally, as a workplace mediator, you can help others work better with their colleagues by encouraging empathy and understanding among groups.

Communication Training Contributes to Better Innovation, Productivity, and Performance

When we communicate with clarity, we see growth in many areas that can improve performance. Communicating effectively can reduce the amount of time wasted. As employees are clear about what they need to do, and have the confidence to communicate their ideas freely, organisations enjoy better innovation and performance.

Communication Training Boosts Team Building and Collaboration

By attending a skills workshop or communication course, you can acquire the skills required to inspire teams from the start. Efficient team-building creates a solid foundation that keeps members committed and focused on achieving significant milestones through combined effort. The process eliminates the risks of silos, conflict, and other disruptive issues.

What Is A Communication Workshop And What Can It Do For You?

Communication workshops are a type of communication skills training. These are instructor-led programs—done online or face-to-face—that help participants develop, and improve the way they communicate and listen. Through communication workshops, participants can overcome the difficulty they face in communicating effectively, and develop skills and benefits in other areas as well.

Communication Workshops Can Improve Teamwork Culture

While the main purpose of a communication workshop is for skill development, it can also help a person with self-development and awareness. Activities conducted can help teams in understanding the behaviour of one another and learn how they can leverage on each other’s potential to maximise relationships.

Communication Workshops Help With Practical Knowledge and Strategies

The art of communicating can be complex, especially when we struggle to understand the nuances behind them. A communication workshop guides participants and facilitates hands-on learning through interactive activities. They are also given a safe space to explore these new techniques and concepts, making it easier for them to carry it on beyond the training environment.

Communication Workshops Allow For Collective Learning

There is a limit to what you can teach yourself, but there is no limit to what others can teach you. By engaging in group learning through a communication workshop, it allows for people to come together and consolidate their knowledge and experiences. In turn, they benefit from sharing information and tips that may help them in communication training.

Types of Communication Skills Training and Workshops

Communication skills training workshops and courses help optimise your interactions with employees, partners, and other major business stakeholders. Essentially, by working with a communication expert or consultant, you can increase awareness of existing strengths and weaknesses and discover practical methods that you can implement in real-world settings.

Networking Seminars

Networking seminars are essential for expanding and managing long-term professional relationships. A networking seminar equips participants with the necessary skills to make a powerful first impression on prospects.

These programs help professionals develop the confidence to avoid awkward business meetups to deliver the most effective pitches and collaborative proposals. For example, instructors may share standard networking etiquettes and a systematic approach to maintaining the flow of a conversation.

Interview Training

An effective interview can significantly increase the chances of finding the right job fit. Business leaders should have a structured style of asking the most powerful questions to identify the best people for your organisation, reducing turnover, and maximising employee engagement.

Interview seminars and workshops can help you compile the vital aspects of the hiring process – reflecting on deeper considerations beyond academic qualifications and employment history. Context-driven topics covered may include pre-interview preparations (i.e., setting a comfortable atmosphere for the candidate to encourage interaction) and workplace culture considerations.

Presentations and Public Speaking

Presentations and public speaking are important interpersonal skills to hold, especially for professionals who seek to influence and engage their teams and management.

Communication skills workshops tailored to developing these skills can help participants be more confident as presentors, speaking with clear articulation, pace, and in an engaging manner. It is also helpful in orientation them to be flexible and adaptive in the way that they speak, and craft their own unique speaking style.

Managing Business and Interpersonal Relationships

Being able to work with others smoothly is a soft skill that is highly valued by many employers. Workshops that focus on relationship building are designed to help participants develop the ability to foster meaningful and deep relationships within their networks, teams and customers.

Kickstart Your Communication Skills Training with The SoundWave’s Own Your Conversation Workshop

Effective communication skills is one of the biggest requirements by organisations. It is how we connect, engage, influence and get things done.

SoundWave’s Own Your Conversation workshop is a great starting point for many professionals and organisations in their communication skills training. It makes use of the signature Brilliance 3 Communication Styles assessment to empower participants and help them discover how they can speak with more intentiality and awareness, to increase their positive impact in their personal and professional lives.

Soundwave is a specialized communication solution that helps you identify and manage various voices towards creating the most significant impact across organisational issues, ranging from managing disagreements to team-building. While having a conversation is a natural process, Soundwave empowers and refines your unique speaking style, improving relationships through engaging conversations.

Where communication skills workshops usually focus on external factors, our approach emphasizes your ability and control in your communication skills, and how you can turn it to your advantage. As we like to say, the brilliance is within you, and the brilliance starts with you! With SoundWave, you can recognise the core components that drive your communication, such as the strengths, risks, and accentuations in your dialogues. Communication experts will then guide you through the steps to improve your speaking style for improved clarity, engagement, and impact in the workplace and beyond. Ultimately, SoundWave provides you with the building blocks in communication that drive improved outcomes across all scenarios. Our methodology and approach can be applied in any area of concern.

Reach out to us today to find out more about our ‘Own Your Conversation’ workshop and other communication skills training solution.

Psychological safety at work is an often underrated yet critical element in the organisation. Conventionally, safety at work referred to physical dangers that required proper equipment – be it hard hats, rubberised gloves, or protective boots. 

However, in an unconventional modern world, the most significant threats have taken a psychological turn – though they remain as pernicious and harmful as ever. 

Psychological dangers at work can quickly ruin workplace culture and lead to devastating reputational damage for your organisation. Years and decades of hard-earned recognition could topple within days with a barrage of scathing Glassdoor reviews, impacting the future of your employee experience, retention and engagement efforts, along with business success.

As a leader, you will need to prioritise psychological safety to provide employees with a safe work environment that is conducive to performing at their best.  According to data released by Ecsell Institute, psychological safety was found to be highly correlated with managerial effectiveness. The more they felt psychologically safe, the higher they rated their manager. Conversely, managers who got lower ratings were found to have lower psychological safety ratings.

The pandemic’s push for remote and hybrid work arrangements further complicates psychology at work, as leaders seek flexible strategies to safeguard their company’s most precious assets (i.e., workers) despite the distance. 

Demystifying Psychological Safety at Work 

In her recent book ‘The Fearless Organisation’, author Amy Edmonson, Professor of Leadership and Development at Harvard Business School defined psychological safety as “a shared belief held by team members that the team is safe for interpersonal risk-taking.”

Essentially, psychological safety at work refers to the state of a workplace where individuals are free to express themselves and share their ideas and opinions without fear of censure, humiliation, or receiving adverse consequences (e.g., being deprived of a promotion or worker privileges).

For example, if colleague A speaks out against a HIPPO (highest paid person’s opinion), the challenger can do so without fearing repercussions that could destroy or compromise their career. The same freedom applies to suggesting change, addressing concerns, admitting to a mistake and other forms of undisguised workplace expression.

Psychological safety creates the ideal environment where there is a shared belief that each individual deserves the trust to manage interpersonal risks and engagements. This doesn’t mean that employees avoid conflicts, have no autonomy or are left unaccountable—rather, they are in an environment that supports them in embracing conflict, agree to share failures, and address the problem, while having the trust that they will be protected and pushed to grow.

The opposite of psychological safety at work creates a toxic work culture where employees lack the free will to express themselves, take a risk, and effectively contribute to the organisation. Workers may feel ostracised, disengaged, and dissatisfied in such situations, ultimately leading to high turnover rates and vacant roles. 

Psychological Safety in Groups 

Psychological safety at work starts from the top. As a decision-maker and group leader, your thoughts, decisions, speech and actions will significantly affect the organisational culture at work.

Developing specific skills will help you promote psychological safety among your workforce, leading by example in positive ways that individuals can observe and emulate. The underlying goal is to create a friendly and inspiring atmosphere where high-performing teams feel comfortable speaking and participating in any discussion.

According to McKinsey & Co’s report, Psychological Safety and the Critical Role of Leadership Development, workers with the freedom to express themselves can deliver many organisational benefits, such as:

  • Tapping on the potential advantages of diversity and how they scale organisational growth and development. 
  • Generating creativity and innovation to provide companies with a competitive edge.
  • Improving adaptability to change, especially during times of high volatility.

These organisational advantages have become increasingly crucial during the pandemic, as the global market faces a shortage of qualified professionals as millions lose their jobs. You will need to prioritise psychological safety in your team by empowering employees via a positive team climate. 

Positive Team Climate 

A positive team climate follows the musketeer concept of “all for one and one for all.”Through this workplace setting, individuals appreciate the contribution of co-workers and have a genuine care for their wellbeing. 

Additionally, there’s a constant encouragement for individual input, where each employee has a say in shaping how the team handles work. 

Your preferred leadership style will affect the viability of a positive team climate and, in turn, psychological safety at work.

  • Authoritarian Leadership: Decision-makers under this category believe in assuming full responsibility for the actions taken by their team or organisation. The leadership style largely disagrees with the freedom-based prerequisites of psychological safety. 
  • Laissez-faire Leadership: Some might consider this an example of figurehead leadership, where decision-makers shirk the responsibility of goalsetting and lack a clear direction. In such cases, while employees may have the freedom to express themselves, they disregard their ineffectual leader and face issues carrying out concentrated efforts. 
  • Participative Leadership: decision-makers in this category believe in empowering team members by giving them the freedom to make decisions that influence the entire collaboration. As such, you should consider a participative approach if you intend to establish psychology safety at work. 

As a participative leader, you will have the communication skills to maintain an enthusiastic workforce, where members feel valued and appreciated. Your team members will be more willing to innovate and contribute ideas that propel your organisation towards new heights. 

Additionally, you could see a dip in absenteeism, misunderstandings, and conflicts, as members look forward to showing up at the workplace with better performance.

Remote work has contributed to increased absenteeism in some cases, as employees struggle to draw a line between professional and personal lives, resulting in burnout and stress overload. 

A psychologically safe work culture enables employees to speak up when they experience the earliest signs of exhaustion to reach the best arrangements with leaders that drive the best performance. 

Promoting Psychological Safety at Work 

You can identify a psychologically safe workplace from observing the dynamics among co-workers and management. One of the biggest indicators is that employees tend to ask more questions during meetings, even if it means challenging a notion proposed by leaders. 

Rather than staying silent throughout the discussion, each attendee becomes an active contributor, furthering project or organisational progress. 

Participative leaders can lay the foundations of psychological safety through various ways that encourage employee engagement. These strategies include tweaks to organisational processes and promoting individual contributions. 

Edmondson and Harvard Business School professor Jeff Polzer says that when it comes to creating psychologically safe environments, establishing norms is critical to success and participation. (Source:

Encourage Genuine Curiosity 

According to SoundWave’s data, team members report hearing the voices of Inquire, Challenge and Advise from their managers the most. What does this mean?

As leaders, we often tend to act in a way to be the ones to answer all the questions and impart our wisdom. We view great leadership to be about having all the answers and solutions ready. From the above voices, we can see that the majority of team managers tend to show their curiosity for the sake of displaying their viewpoints and expertise. But what about giving your team members the opportunity to grow, think and take the risk for themselves?

Experienced leaders know that the power of leadership and wisdom comes from asking questions, not providing answers. Consider actively soliciting questions from your team by asking for new inputs, and suggestions, considering alternative viewpoints, and seeking ongoing and consistent feedback.

This sets the benchmark of your own keenness to learn and shows how you enable others to do. In turn, others start to feel safer in sharing what they truly think, and more empowered to be driven to innovate.

Personify Engagement 

Most employees see leaders as the benchmark and representation of the company’s values, goals, and vision. Therefore, you should set a clear example by attending meetings (rather than delegating a representative) and expressing openness to suggestions and opinions. 

A significant percentage of communication comes from non-verbal cues, so it is essential to pay attention to facial expressions and hand gestures. These communication skills have become increasingly challenging in the post-COVID environment where employees communicate via a screen or while wearing a mask. 

You may consider enhancing your masked conversations with exaggerated eye movements or applying universally-understood hand gestures (i.e., thumbs up or time out) to support a statement. Additionally, you should try speaking slower and slightly louder to ensure that the other person understands you without missing or misconstruing talking points. 

Cancel Blame Culture

Blame culture refers hostile setting in a workplace, where teams focus on an individual’s mistakes rather than discussing solutions. It also creates a climate where leaders shift responsibility away from themselves when things turn sour. This can be a major contributor to a lack of psychological safety in the workplace, as it doesn’t allow employees to speak up and take accountability.

You can prevent or reverse blame culture by changing how you ask questions, especially during a crisis. Mainly, you should tap into collaborative language. For example, when you hit a bump in the road, rather than singling out the person at fault or scrutinising the details of the incident, you should brainstorm for answers and seek creative ideas from the entire team toward fixing the issue. 

Essentially, you should encourage group ownership of the problem and discover ways to improve work processes that benefit all. 

Get Teams Involved 

Autocratic leaders hoard the decision-making process, resulting in a one-way street where employees feel undervalued and unempowered. As a result, these leaders may face multiple blindspots due to a single perspective, which hampers organisational growth and progress.

Alternatively, consulting teams during meetings gives you broad insight into company health, industry trends, and other valuable intel to make better decisions. Psychological safety at work is about providing every contributor with a voice and ensuring that it matters. 

Therefore, upon making a decision, explain the reasoning behind that arrangement and share how each person’s unique contribution influenced the final direction. Inclusivity and transparency are vital components for creating the desired environment for optimal team involvement. 

Make Feedback a Company Policy

While as a leader, you will ultimately make the final decision for your company, you should always gather feedback from your employees. An open-door policy makes it possible for workers to reach out to you anytime they have input. 

A psychologically safe workplace helps tear down the invisible barriers between office hierarchies, creating the possible scenario where interns can communicate an idea to the CEO if necessary. 

You can encourage feedback at work by inviting employees to challenge a proposed idea or to identify potential pitfalls with a decision. Consider these practices as a type of healthy controlled conflict that inspires team members to develop decision-making skills and greater accountability. 

Psychological Safety in the New Landscape

Digital and remote communication remains a growing trend in the modern workplace. As a leader, it is necessary to integrate psychological safety processes across screens and multiple locations. Remote conversations lack the spontaneity (i.e., detecting nonverbal cues) and casual aspects that connect teams in a physical office. 

There are several ways to achieve this, which include:

  • Using emojis and gifs in text communications to create a friendly and casual conversation flow where appropriate. 
  • Inviting all participants in a video conference to contribute their thoughts, even for a short statement. 
  • Encouraging rituals and routines to create work-life boundaries. For example, holding 2 pm meetings every Wednesday and discouraging work-related calls after office hours. 
  • Continuing to show appreciation despite the distance. For instance, you may acknowledge the meaningful contribution or success of individuals during an online group conference or send motivational emails and texts. 

A lot about psychological safety depends on how we speak — the way we ask, suggest and tell.

SoundWave provides the specialised tools and assessments to help you shift the dialogue and culture within your organisation. We will help you identify and improve existing communication skills to build meaningful and lasting relationships in your personal and professional spheres. 

By aligning your conversations with purpose and the most suitable speaking technique (i.e., ask, suggest, and tell), you can create psychological safety at the workplace that empowers your team for excellence. 

Take a SoundWave assessment to discover the unique potential of your voice and transform intentions into impact.

Here’s a scenario we’re all too familiar with: the ‘Where Should We Eat’ argument. It’s a timeless paradox often met with silence, a general ‘anywhere’, or the even worse ‘I don’t know’ response, leaving parties confused, frustrated, and breeding grounds for a conflict (“Why can’t you just tell me what you want?!”). Often dismissed as a struggle of decision-making, the issue ultimately stems from a lack of effective communication between parties. 

The Communication Process

The ability to communicate is something that is innate for all creatures in the world. However, to share ideas using words and language is unique only to Man. This is the defining feature of what it is to be human, possessing the capacity to learn to speak the language of our cultures quickly, skilfully, and unconsciously. It is a critical part of our social interaction, and little that is meaningful to our economy or society gets done without our unique ability to talk. 

Every communication process involves a sender, receiver, and message to be delivered. In this, the most important component is the interpretation of meaning from both ends, as it dictates whether the message intended is received, and renews the process once again, leading to a conversation. Unfortunately, this is where the problem lies.  

Communication vs Effective communication

The way we communicate tells a story. It should illustrate not just what’s on our mind, but who we are and what we seek. Consider the ‘Where Should We Eat’ scenario once again. How often have we received proper suggestions or responses? In situations where we almost never get the response or action that we want and intend, it is a pointer for us to reflect on instead of how the information is sent and understood in the first place. 

As with every action, communication should begin with the end in mind. If we aim to communicate without reflecting on our objective, we are simply delivering words to one another, leaving our interactions pointless and potentially destructive. Effective communication should spark abstract-thinking and drive action. It is fruitful and constructive, leaving all parties in the conversation feeling accomplished and satisfied. In turn, it decreases any potential for conflict and builds a sense of connection and relationship. 

Strategizing Communication

So how do we shift the focus from just communication to effective communication? 

Sending your message effectively requires rigour and structure. By devising a clear and thoughtful verbal strategy, you help yourself to think clearly, speak consciously, and act purposefully to drive the results that you want. 

The concept of  Soundwave categorises the way we talk into three styles — ask, tell, and suggest. Within these, the way people talk is further broken down into nine verbal strategies, depicted in the model below.

Through this model, we can understand the relationship that forms between what we say, how we say it, and how we are heard. From understanding the dominant voices we use when we talk through the Brilliance 3 Assessment — which provides insight on what our voices can do, their drivers, and the risk of overuse and underuse of each voice — we can then proceed to formulate a clear strategy. 

And so back to the ‘where should we eat’ conundrum. What would be our ideal strategy? Perhaps an opening statement that recognises the bind that we’re in, such as, ‘Look, we’re both a bit tired of having this conversation in this way; we’re just spiraling down (to articulate). What for you would be a way to break the mood?’ (to inquire). As a first step, that’s not a bad move, is it?

By defining the objective of our talk, discovering how we sound most of the time, and devising a plan to ensure that we adapt talk to the situation in order to create the results that we want, we shift the entire encounter from a simple exchange of words to skilful dialogue that engages deeply and drives purpose. 

At Soundwave, we believe that talk isn’t cheap. By learning more about our conversational style, we seek to empower individuals, leaders, teams, and organisations towards shifting the dialogue, changing the conversation, and shaping the culture. Reach out to us to find out more about how we can help you own the conversation.