Adopting the right management posture is essential for strengthening team dynamics and achieving lasting results. The right posture does not rely solely on technical skills: it is based above all on the ability to listen, guide and inspire employees. Through simple but effective practices, a manager can prevent tension, encourage initiative and create a motivating work environment. Here are five concrete practices for developing a managerial posture that combines leadership and collective commitment.

1. Prepare a key message for each meeting

Managers often have a tendency to multiply information or to dwell on speeches that are too long, which can dilute the impact of their messages. As a result, employees struggle to identify priorities or understand expectations. To avoid this, focus on clarity and conciseness. A good managerial posture is to structure each meeting around a key message: a strong idea that serves as a common thread.

What to do?

• Set aside 10 minutes to define the main message: before each meeting, take the time to determine the essential point to be conveyed. This will keep you concise and factual. Example: "We're 40% behind on our prospecting activities. This threatens our results for the next quarter. I'm asking you to devote some time to it, starting this week."
• Use direct language and concrete facts Avoid vague or metaphorical formulations that can drown out your message. Give preference to precise, quantified data. For example, instead of saying "We need to double our efforts to catch up", say "Each member of the team needs to make 10 extra customer follow-ups this week to turn our pipeline around."
• Convey a single message to avoid confusion Focus on a single key point that will stand out and guide your team's actions. Example: "Well done for exceeding this quarter's targets (+10%). Now the priority is clear: step up prospecting to avoid a 30% drop in results next quarter."

When you apply this method, your meetings become more effective, and each member of staff understands what he or she has to do and the importance of his or her actions.

2. Adopt a high posture for effective reframing

The high posture is based on firm, clear and respectful communication, without becoming authoritarian. It enables you to set clear limits and assert your expectations, while maintaining a relationship of trust. This approach is essential for constructively reframing a team or an employee, as it preserves individual motivation and the collective dynamic. By combining firmness and benevolence, you promote awareness of areas for improvement, while encouraging commitment and accountability.

The golden rules :

• Formulate precise, explicit requests: replace vague wording with direct requests to avoid ambiguity. This gives a clear, concrete direction. For example: if a colleague questions a task, say: "Emma, I understand that you don't find prospecting very useful, but it's still essential to feed our pipeline. How can you reorganize your priorities to devote more time to it this week?"
• Stay factual and use concrete data: rely on precise figures or observations to reinforce your message and avoid generalizations. For example: "We've only achieved 60% of our planned follow-ups this week, which puts our results for the next quarter at risk. I therefore ask you to focus on these actions today."
• Talk about collective shortcomings rather than targeting individuals in public: approach shortcomings as a shared responsibility to preserve team cohesion. For example: instead of pointing the finger at a single member of staff, say: "I'm noticing an overall lack of intensity on prospecting. We all need to put more energy into it this week to turn things around."

When you apply these principles, you effectively coach, encourage collective responsibility and foster a respectful, motivating work environment.

3. Handle objections with neutrality

Objections, whether valid or not, must be received calmly to avoid fuelling tension or misunderstanding. Adopting a neutral posture helps to defuse conflicts while preserving a constructive exchange. This approach fosters better mutual understanding and helps refocus the discussion on concrete solutions or shared objectives.

Steps to follow :

• Acknowledge the objection to maintain an open exchange: take the time to welcome your colleague's comments with a positive attitude. This shows you're listening without losing your firmness. For example: faced with an irritated collaborator like Rodrigue who asserts, "I can't do everything, I need to finish some important proposals", respond: "Thanks for the feedback, Rodrigue, I understand your position."
• Rephrase the objection to clarify the point: rephrasing helps to make sure you've understood and shows the other person that you're taking his or her point of view into consideration. For example: "So, if I understand correctly, you feel that finalizing these proposals is a higher priority than prospecting at the moment, is that right?"
• Reframe by remaining factual and guiding towards a solution: when the objection is valid but requires reframing, calmly remind the team of its priorities and direct the employee towards a concrete action. For example: "However, Rodrigue, if we neglect prospecting today, it will have a direct impact on our results over the next few months. Can you identify a specific action you could take this week to contribute to the collective effort?"

4. Take the time to anticipate individual conflicts

When an employee shows signs of frustration, such as after a missed promotion, it's important to act quickly to prevent the situation from affecting the whole team. Anticipating these tensions enables you to deal with them calmly, establish constructive dialogue and maintain a positive work dynamic.

• Schedule a dedicated meeting to discuss the situation: take the initiative and organize a formal meeting in an appropriate setting. This shows your colleague that you take the problem seriously and are ready to find a solution together. For example: "Olivier, I'd like to take a moment to discuss our collaboration. I have the impression that something isn't working well between us, and I'd like to talk about it so we can move forward."
• Set out the facts in a neutral, objective way: present the problems you've identified without passing judgment. Stay factual to avoid the discussion becoming emotional. For example: "I've noticed a drop in performance in your team, with customer satisfaction down 10%. I think we need to understand the causes together."
• Co-construct a solution by asking open-ended questions: give your colleague the chance to express his or her point of view and suggest solutions. This re-establishes a constructive dialogue and gets them involved in solving the problem. For example: "How do you perceive this situation? What concrete actions could we put in place to improve it together?"

5. Establish a culture of clear, regular feedback

Adopting an effective managerial posture means creating the habit of providing clear, constructive and regular feedback to your team. This type of communication aligns expectations, highlights successes and corrects deviations before they escalate. Thanks to an open and transparent climate of exchange, you foster trust and accountability. A well-established feedback culture defuses upstream tensions and strengthens cohesion and collective performance.

• Plan at least one feedback session a week to make it a habit: systematically introduce your meetings with a factual observation, positive or negative, followed by a learning experience. This anchors a regular rhythm and gives your team a clear direction. For example: "The execution of the new features has not reached the expected level of quality. This week, I'm asking you to review the validation steps to avoid this type of error."
• Formulate your feedback factually and without value judgments: to remain constructive, base your remarks on concrete facts and avoid subjective or accusatory formulations. This avoids misunderstandings and resentments. For example, instead of saying : "This work is mediocre", say: "The results of this action are not at the expected level. What adjustments could we make to improve this?"
• Always direct your feedback towards concrete actions: clear feedback should enable the team to understand what needs to change and how to get there. Give specific, measurable avenues for improvement to guide your collaborators. For example: "I suggest that we add a pair proofreading stage before deliveries. This could significantly reduce errors."

These five practices are simple but effective tools for adjusting your managerial posture to the needs of your team. By applying them now, you'll not only foster more constructive exchanges with your employees, but also a more motivating work environment. This will strengthen their commitment, boost their collective performance and enable you to assert your role as leader.

To take things a step further, NUMA offers management training courses to help you adapt your posture to complex and varied situations, so as to develop inspiring and impactful leadership.