Skip to main content

The Seven Cs of Communication: How to Make Your Communication Effective


Following our post yesterday on effective communication, today we thought of sharing the Seven Cs of Effective Communication. The Seven Cs of Effective Communication is a checklist developed by Arthur Herbert Lewis. It helps ensure messages are clear, effective and well-received. They are widely used in both professional and personal communication contexts.

  1. Clarity: Make sure your message is easy to understand, avoiding ambiguity and jargon.

  2. Conciseness: Keep your message brief, communicate in a few words and to the point, avoiding unnecessary details.

  3. Concreteness: Use specific examples, anecdotes, and data to support your message rather than vague statements.

  4. Correctness: Verify facts, statistics, and spelling to maintain credibility. Be accurate and be sure your message is free of errors.

  5. Consideration: Be empathetic and considerate of your audience's feelings, needs, and perspectives.

  6. Completeness: Ensure your message includes all necessary information and context. Be thorough so that your message gives adequate understanding and enhances appropriate action.

  7. Courtesy: Show respect, politeness, and professionalism in your communication. This fosters goodwill and positive relationships.

Applying these Seven Cs can enhance the effectiveness of your communication, ensuring your message is well-received and understood and achieving desired outcomes.
Location: CG35+8F Lekki, Nigeria

Comments

Post a Comment

Popular posts from this blog

CELEBRATING TRAINING TRANSFER EFFECTIVENESS CHAMPIONS

Behind every impactful training initiative is a group of people who go the extra mile to make sure training does not just happen — it sticks . These are your Training Transfer Effectiveness Champions (TTE Champions) — the unsung heroes who take what they have learned and apply it consistently to drive change, solve problems, and inspire others. Whether they are team leads reinforcing training, employees practising new skills, or managers coaching their teams post-training, they are the reason training works . Why Recognition Matters It reinforces desired behaviours. Encourages others to follow suit. Builds a culture of learning accountability. Increases motivation for continued application. When you celebrate champions, you send a powerful message: What you do after the training is just as important as attending it. How to Celebrate TTE Champions Highlight real stories of on-the-job application. Give public shout-outs during team meetings or newsletters. Create internal awards for succ...
Post a Comment
Read more

USING COACHING TO REINFORCE TRAINING TRANSFER EFFECTIVENESS

You have invested in training. Your team has acquired new skills. However… are they applying them? The truth is, training alone does not drive behaviour change — coaching does. While training introduces knowledge, coaching anchors it. It creates the space for reflection, feedback, problem-solving, and sustained application. Why Coaching Matters in the Transfer Journey: Bridges the knowing-doing gap: Coaching helps employees translate theory into action. Encourages accountability: Employees are more likely to follow through when someone checks in. Personalises training: Every employee is different — coaching meets them where they are. Supports habit formation: Through ongoing reinforcement, coaching turns new skills into default behaviour. Promotes confidence: With a safe space to explore and practice, employees grow into their new capabilities. Coaching is not just an L&D add-on — it is a transfer multiplier. Practical Coaching Approaches That Work: Peer Coaching – Set up buddy sy...
Post a Comment
Read more

INTERNAL PARTNERSHIPS THAT DRIVE RESULTS IN TRAINING TRANSFER EFFECTIVENESS

No matter how well-designed your training is, it will not stick without support from within the organisation. That is because Training Transfer Effectiveness is not a solo sport — it is a team effort that requires strong internal partnerships across departments, roles, and functions. When HR, L&D, line managers, and leadership are aligned, training becomes a shared responsibility, not just a training department initiative. Who Are the Key Internal Partners? Line Managers: They coach, reinforce, and hold employees accountable for applying what they learn. Supervisors & Team Leads: They create day-to-day opportunities for practice and provide real-time feedback. HR Business Partners: They ensure that training goals align with performance expectations and growth pathways. Department Heads: They cascade priorities and embed training into team strategy and KPIs. Executives & Senior Leaders: They sponsor training initiatives, signal strategic importance, and role-model commi...
Post a Comment
Read more