Miscommunication and assumptions are two of the most common – yet most damaging – challenges in professional relationships. They don’t just affect collaboration; they can erode trust, weaken confidence, and derail careers.
This real coaching case demonstrates how seemingly small communication issues can grow into a deep professional challenge, and how coaching can provide the clarity and tools to overcome it.
Background
My client, a high-performing professional, returned from maternity leave eager to re-engage in her role. During her leave, she heard through gossip that she would be reassigned to a different office. This information came not from her supervisor, but from a colleague.
Instead of verifying the information directly, she reacted emotionally. She sent her supervisor an email filled with frustration and, upon returning, reported to the office mentioned in the gossip.
Immediate Consequences
The decision had never been formally communicated by her supervisor. Yet by acting on assumptions, she unintentionally created tension in the relationship.
- Communication with her supervisor quickly broke down.
- Her ideas and contributions were dismissed.
- Over time, she withdrew, stopped speaking up, and her self-confidence deteriorated.
What began as a single piece of unverified information snowballed into isolation, mistrust, and professional stagnation.
Coaching Process & Key Insights
Through coaching, we uncovered not only what had gone wrong but also how she could rebuild her confidence and reshape her approach to communication.
Here are the four core lessons that emerged:
- Always Verify at the Source
Gossip is rarely the full truth. Decisions that affect you should be clarified directly with the decision-maker before reacting. - Communicate Transparently
Difficult feelings should not be suppressed, but neither should they erupt in emotional outbursts. Respectful, open dialogue is the path to clarity.
Instead of sending an email in frustration, request a conversation:
“I’m feeling unsettled. Can we discuss what’s happening?”
- Be Proactive, Not Reactive
If your manager doesn’t initiate communication, take responsibility for starting the conversation. Leadership is about owning your communication, not waiting passively. - Understand the Other Perspective
By considering what pressures or constraints a supervisor may face, conflicts can shift into constructive conversations.
With the help of coaching, my client rebuilt her confidence. She learned how to approach sensitive issues with clarity, curiosity, and openness. Over time, her working relationship improved, and she began contributing again with a renewed sense of self-assurance.
This case shows how miscommunication and assumptions can quietly undermine trust and confidence. At the same time, it demonstrates the power of coaching in helping professionals recognize hidden dynamics, change patterns of communication, and re-establish trust.
As leaders and team members, we should always ask ourselves:
- Am I validating information at the source?
- Am I approaching difficult conversations with openness rather than assumption?
- Am I willing to understand the perspective of others before reacting?
Effective leadership communication is not optional — it is fundamental. Coaching provides a safe space to uncover blind spots, build new strategies, and practice the courage, curiosity, and clarity required to lead with confidence.