Category: Communications

How to choose the right coach / consultant for your organisation

When Leaders Don’t Sound Like Leaders: How Voice Coaching Strengthens Trust, Delivery and Brand Impact

January 27, 2026

Nic Redman Communications

Let’s say your senior team has nailed the slides. The messaging is tight. The strategy is sound.
But when it comes time to deliver the big update – at a town hall, an investor meeting, or on your company podcast – something doesn’t land.

The voice shakes.
The pace is all over the shop.
The message sounds robotic or, worse, unsure.

Despite knowing their stuff inside out, your leader doesn’t sound like someone people want to follow.

And here’s the rub: if they don’t sound confident, credible or human, they won’t be heard. Not really.

That’s where voice coaching steps in.

The Performance Gap Hiding in Plain Sight

Presentation training teaches people what to say.
Voice coaching helps them say it in a way that actually lands – with authority, ease and personality.

Because when people don’t feel confident in their voice, they:

  • Rattle through the message like they’re late for a train
  • Flatten their tone to avoid sounding “too much”
  • Default to monotone when nerves kick in
  • Get labelled as unengaging, unclear or uncertain

The result?

  • Re-records, rebriefs and lost hours
  • Podcasts and internal comms no one finishes listening to
  • Missed media opportunities because no one feels ready
  • Leaders who don’t feel – or sound – like leaders in the moment

Voice coaching addresses all of this by developing the voice as a communication tool. We work on:

  • Pace that lets the message breathe
  • Pitch that keeps people engaged
  • Clarity that cuts through noise
  • Vocal presence that earns attention
  • Real connection between message, meaning and tone

It’s tailored to the individual. No cookie-cutter corporate scripts. Just humans sounding like themselves – on a really good day.

Real Example: From Mumbling to Magnetic

One client I worked with was prepping for his organisation’s internal town hall.
Smart, kind guy – well respected. But nerves got the better of him when speaking to large groups. He’d mumble, rush his words, and trail off mid-sentence.

By his own admission: “I sound like I’m bored of myself.”

In three short sessions, we worked on:

  • Grounding breath to steady the pace
  • Phrasing techniques for clarity and confidence
  • Vocal energy to bring the story to life

The shift was immediate – and it didn’t just improve that talk.
It changed how he felt about all future speaking moments: panels, pitches, even one-to-ones.

Real Example: The Internal Podcast Host

Another client had been tasked with hosting a new company podcast. She was brilliant at her job – but terrified of sounding stiff or “PR-y” on the mic.

We focused on breath and articulation for clarity, and how to connect naturally to scripted intros and outros.

The result?

  • A warmer, more human tone
  • Less second-guessing during recording
  • Episodes that sound like a real conversation – not a sales pitch

Most importantly, she started enjoying the recording process. And that energy came through to listeners. It sped up the recording process, meant less mistakes and less editing. Win win! 

Brand Sound Matters Too

Your external voice is your brand voice.
Whether it’s your CEO on a podcast, your CTO in the press, or your leadership team pitching to partners – how your people sound is how your brand is perceived.

Ask yourself:

  • Do they sound calm under pressure?
  • Do they speak with clarity and conviction?
  • Do they make people feel something when they talk?

If the answer isn’t a strong yes across the board, that’s not a presentation skills issue. It’s a voice issue.

Voice coaching helps ensure your people:

  • Align tone with message and moment
  • Speak with personality, not polish
  • Sound like leaders and like themselves

Because people trust people who sound real. Not perfect. Real.

The Commercial Case for Voice Work

Still wondering whether it’s worth the investment? Here’s what I see regularly in teams that commit to voice training:

What you gain:

  • More confident speakers across your leadership pipeline
  • More efficient recordings and presentations
  • Sharper internal comms that land first time
  • Better performance on camera, podcast and stage
  • Increased take-up of speaking opportunities

What you avoid:

  • Wasted time on re-records and rewrites
  • Missed PR, podcast or media slots
  • Internal frustration when people “don’t sound like themselves”
  • Death by awkward panel delivery

And yes – you’ll probably start hearing “That was your best one yet” after key comms. Because it is.

What Voice Coaching Is (and Isn’t)

This isn’t about sounding posh or ditching your accent. It’s not elocution lessons or endless reading aloud.

It’s about helping your people:

  • Use the voices they’ve got to the best effect
  • Communicate clearly under pressure
  • Feel good about how they sound when it matters most

They’ve done the work on the message. Let’s make sure it actually lands.

Who I Work With

I support senior leaders, spokespeople and in-house podcast hosts across sectors including utilities, tech, finance and academia. Clients include Northumbrian Water, Peloton, Channel 4, and Queens University Belfast.

Typical clients include:

  • CEOs and Founders leading from the front
  • Internal podcast hosts who want to sound pro without losing personality
  • Leadership teams prepping for high-stakes presentations
  • New spokespeople representing the brand in press or partnership settings

If they’ve ever said, “I know what I’m saying – I just hate how I say it” – voice coaching is the missing piece.

Final Thought

Voice is the delivery system for every idea, every brand value, every call to action.
If your leaders don’t sound like themselves – or worse, don’t feel like themselves – that message won’t land.

So if your team already knows what to say…
Let’s help them say it with confidence, clarity and a bit of fecking oomph.

View my Expert Directory listing to learn more about how I help leaders and spokespeople speak in a way that builds trust, lands the message, and strengthens your brand.

    Looking for suppliers? let us know.





    Don’t overlook the power of reward communications when embedding company culture

    October 31, 2025

    As an HR professional, you play a vital role in bringing your organisational values and purpose to life. From ensuring cultural fit when hiring and aligning company performance metrics with the organisation’s purpose, to including culture in your company policies. But there’s an often overlooked opportunity to further embed company culture – through employee reward communications.

    When done well, reward communications can amplify your company’s values and strengthen the bond between your people and your business. And I’m here to lift the lid on exactly how you can do this.

    How does your reward offering connect with company culture?

    Your total reward offering is a tangible representation of how much your organisation values its people. The most impactful packages are designed with intention, so the rewards reflect your company’s ethos and priorities.

    Think of it this way. If your company prides itself on innovation, offering rewards that focus solely on tenure or experience will send a conflicting message. Instead, a culture of innovation might be better supported by recognising creative contributions, agile thinking or risk-taking. Similarly, if your company champions work-life balance, then flexible working arrangements and wellness incentives would clearly reflect those values.

    Reward offerings can communicate culture in several ways. These are some of the more common cultural aspects I’ve come across in my work with leading companies:

    1. Recognise your core values

    Align your reward systems with the behaviours that demonstrate your core values. If teamwork is one of your values, your reward system should highlight and celebrate collaboration.

    1. Inclusivity and fairness

    A company that promotes inclusivity should ensure its rewards reflect that value. For example, transparent pay structures, fair promotions and inclusive benefits (like comprehensive leave policies that support the entire workforce) will reinforce the company’s commitment to diversity and equality.

    1. Wellbeing 

    A major trend over the past few years, the focus on wellbeing has had a significant influence on the shape of reward packages. While this is partly about ensuring market competitiveness, rewards focused on wellbeing – like gym memberships, mental health support or additional leave – showcase a commitment to ensuring a culture that genuinely cares for its people.

    1. Career development and growth

    While learning and development opportunities aren’t always thought of as part of the reward package, if you take a total reward approach, they should be. Focusing on L&D can signal a company’s investment in employee growth, reflecting a culture of continual improvement.

    The communication-culture connection

    A strong reward offering is one part of the equation, communicating your rewards is the other. 

    “Communication leads to community, that is, to understanding, intimacy and mutual valuing.” — Rollo Reece May, writer, psychotherapist and philosopher

    Communication connects the dots between the tangible benefits you offer, your company’s mission and values and the culture you want to cultivate.

    When employees feel rewards are communicated clearly, transparently and equitably, it:

    • Ensures your reward package is noticed, understood and accessible.
    • Provides clarity on what’s offered, why it’s offered and how it aligns with your company values.
    • Fosters trust and reinforces the belief that your people are valued by the business. 

    Alongside all your other strands of cultural communication, reward comms add another string to your bow by strengthening your employees’ connection to the company and its culture.

    Practical reward communications tips to build your culture

    The key to effectively communicating your rewards is to approach reward comms with the same care and intentionality you apply to designing the reward package itself.

    1. Align your messaging with company values

    This means ensuring the narrative and messaging you share, the language you use and the tone in which you communicate all reflect those values:

    • Create a narrative that’s a couple of short paragraphs long for each reward comms project you undertake. Consider why you’re doing this, what you want to achieve, and how it links in with your company values. Then summarise what you want to communicate in a way that will resonate with your audience. Underneath this, define several key messages. Then use all of this to inspire your communications and keep them on track.
    • Review the tone of your copy for alignment with your values. If your tone is formal but your company culture is known for being relaxed and open, this could cause a disconnect. 
    • If your company values innovation, communicate rewards with an emphasis on creativity and fresh ideas. Instead of traditional email announcements, consider interactive digital platforms or even gamified experiences that capture the spirit of innovation.

    2. Make it inclusive

    Inclusivity is key to ensuring employees feel seen and valued. This can be achieved through tailored communications that speak directly to different employee segments making the messaging relevant to each group:

    • If you offer flexible benefits, ensure the communication highlights options relevant to each employee demographic. For younger employees, you might emphasise career development and health and wellness benefits. For those with families, you could highlight flexible working arrangements or parental leave. Understanding your audience and the different groups within it will ensure you share the right messaging with the right people.
    • Use segmented email lists, personalised benefit portals or one-on-one conversations to ensure that reward communications are tailored and inclusive. Managers play a key role in one-to-ones, so ensure they have easy-to-read information that helps them explain and signpost the relevant rewards.

    3. Be clear and transparent

    Transparency is a core value for many organisations. You can achieve this by providing employees with a clear understanding of how rewards are calculated and distributed. Avoiding jargon and ensuring every employee knows how they can qualify for and access rewards is also key:

    • If bonuses are linked to company performance, communicate the metrics and how individual contributions affect those outcomes. This helps employees feel they’re part of a bigger picture and can see the direct link between their efforts and their rewards.
    • Develop clear, easy-to-understand guides, videos or FAQs that explain your reward policies and approach. Run workshops, webinars or Q&A sessions to give employees the opportunity to ask questions and provide feedback.

    4. Regularly reinforce your messages

    Reward communications should be ongoing and not just a one-off conversation during annual reviews or bonus periods. You can do this by embedding reward messaging into your regular communications:

    • Celebrate employee achievements on internal platforms like your intranet, newsletters, or town hall meetings. Your recognition programme should highlight the rewards linked to these achievements, reinforcing the connection between actions, rewards and company culture.
    • Develop a communication calendar that ensures reward messaging is frequent and relevant. This could include monthly reminders of the benefits on offer, case studies that show how employees have used certain rewards, or reminders during peak times like the holiday season or when incentives are paid out.

    In conclusion

    When you align your reward communications with company culture, you won’t just inform, you’ll inspire. By showing why you provide these benefits, you’ll do more than tell employees what you offer – you’ll remind your people of what you stand for as a business and reinforce your values. Strengthening not only your company’s culture, but the relationship between your employees and your organisation that’s so vital to driving its overall success.

    Take your reward communications – and company culture – to the next level by talking to me, Becky Hewson-Haworth. With over 20 years reward and communications experience, I can help you transform your reward comms from so-so to stand-out. 

    This article was originally published on Clarion Call Communications and can be accessed by clicking here.

    What is employee reward communication? And how does it fit into a total reward strategy?

    October 31, 2025

    With organisations spending hundreds of thousands to millions of pounds on their total reward packages, the importance of effective reward communications can’t be overstated. As employers strive to attract, recruit, engage and retain the best talent, reward communications stand out as a pivotal element of a successful employee reward strategy. 

    Reward communication can be as straightforward as conveying compensation and benefits information to employees. But, done well, it also plays a crucial role in enhancing employee engagement, motivation, and ultimately, organisational performance. This article explores:

    • The basics of employee reward communication 
    • The different types of employee reward comms organisations are implementing
    • Key components of effective employee reward communications
    • The benefits of effective reward comms
    • How to integrate reward communications into a wider total reward strategy

    What is employee reward communication?

    Reward communication is a strategic approach to informing, engaging and educating employees about every element of their total rewards package. This includes their compensation, benefits, wellbeing, work environment, learning and career development opportunities and workplace culture. 

    Effective reward communication goes beyond simply sharing information by:

    • Demystifying complex reward schemes.
    • Helping employees make the most of their pay and benefits programmes.
    • Supporting managers by making it easy for them to communicate reward.
    • Ensuring information is understood, engaged with and acted on (where needed) by employees.
    • Fostering reward scheme transparency and building trust within the organisation.
    • Communicating your business, HR and reward strategies in engaging ways.
    • Connecting your people with your company’s purpose, mission and values.
    • Boosting attraction, wellbeing, employee engagement, performance and retention.

    What kinds of employee reward communications are organisations deploying?

    This often depends on a company’s maturity and degree of reward scheme transparency. Common communication projects include creating:

    • Reward brand development
    • Reward narratives and messaging
    • A one-stop shop for rewards – either an intranet page or reward microsite.
    • Careers pages that clearly communicate the employer value proposition.
    • Total reward guides – digital documents and interactive PDFs. 
    • Employee benefit communications – socials, email newsletter, campaigns and more.
    • Incentive programme comms – one-pagers, guides and presentations. 
    • Recruitment packs that help employers stand out in the marketplace.
    • Compensation comms – gender pay gap reports, pay transparency communications.
    • Employee pension communications that make pensions easy to understand and are engaging.
    • Manager and HR training and guides.

    Most organisations start out with the first three points in the list above. These three things create a solid foundation from which to communicate reward effectively. They also deliver a great ROI because they leverage every aspect of the total reward package. 

    Key components of effective employee reward communications

    Effective employee reward communications take comms from must-do broadcasts tied to the annual cycle, to powerful, high-performing campaigns. This communication transformation relies on five key elements:

    1. Reward scheme transparency

    The general rule of thumb is that the more transparent the reward communication, the better. However, even large organisations with mature reward functions and big HR teams aren’t always as transparent as you might think. Sometimes, the organisation’s culture doesn’t lend itself to reward scheme transparency. And sometimes it’s because the work hasn’t been done to enable certain topics – like pay – to be communicated openly.  

    The key is to be as open as you can be. This means getting executives on-board with moving to a more transparent reward culture. Establishing clear messaging and supporting materials will empower managers to effectively outline how rewards are determined and distributed. 

    1. Simplicity

    Using clear, jargon-free language will ensure all employees can easily understand the message. Many people find anything to do with money and maths complex. So you should use the most straightforward language you can. Why? Because: 

    • The UK’s financial reading age is 9 – making communications less complex is key for people who are neurodivergent, people with dyslexia or those with English as a second language.
    • Even the most educated people prefer plain English. When 800 circuit court judges had to choose between a traditional legalese argument or a plain English one, 66% preferred the plain English version. No matter their background.

    How do you achieve simplicity with your Reward comms? Start with plain English. Then, for more complex topics – like incentives, pay increases and pensions – add visuals to the copy to make it easier for people to digest.

    1. Personalisation

    Tailoring communication to meet the diverse needs of the workforce can sound like a LOT of work. But personalisation can be as simple as splitting your communications into those appropriate for managers and those appropriate for specific groups of employees. Rather than bundling everything into a single communication and asking people to wade through it to find the relevant section for them. 

    How much personalisation you include will depend on the quality of your employee data and the other tools and communications support at your disposal. For example, adding each individual’s first name to the top of an all-staff email to personalise it is only achievable if your email software has this functionality.

    1. Consistency

    Getting regular marketing emails from a company you bought something from a long time ago feels pretty normal if those emails have regularly landed in your inbox. But when you suddenly get an email a long time after buying from a business, it feels a little jarring.

    The same goes for your employee comms. Maintaining a steady flow of information will build a relationship with your people and ensure you can reiterate key messaging so your narrative lands. It will also prevent misinformation from spreading in a vacuum. And build a positive relationship with your people that will pay dividends when you need to communicate about less positive subjects. 

    Of course, the annual cycle of communication surrounding performance and pay reviews and benefit windows is key too. As is keeping employees informed about changes to reward structures or policies so you avoid surprises and manage expectations.

    1. Employee engagement

    Employee reward teams often have a lot to shout about. Bonuses, recognition awards, new benefits, old benefits, pay reviews, wellbeing initiatives, career development opportunities, discounts and more. 

    By seizing the opportunity to talk about the good things you do for your people, you’ll create a backdrop of positivity. So, when bad news needs to be shared it’s a blip in your narrative, instead of the only message you’ve shared. In an ideal world, you’ll create dialogues that allow employee feedback and questions, so you create conversations and not just one-way communications.

    The benefits of reward communications on employee engagement

    Well-communicated employee reward strategies and employee engagement drive a whole range of organisational wins:

    • 90% of HR professionals agree that an effective recognition and reward programme helps drive business results.
    • 75% of employers believe improving the effectiveness of their benefits communications is an important objective.
    • Research from Willis Towers Watson proves that firms that communicate effectively with their people will deliver a 47% higher total return to shareholders (2004-2009)

    Integrating reward communications into a wider total reward strategy

    Taking a strategic approach to reward communications requires a holistic approach that aligns with the organisation’s overall objectives and culture. It’s not just about the ‘what’ of rewards but the ‘how’ and ‘why’ behind them. 

    Strategic alignment

    The first step in integrating reward communications is ensuring that the communication strategy aligns with: 

    1. The organisation’s broader total reward strategy
    2. Any reward philosophy
    3. HR strategy
    4. Relevant business goals

    It can also draw on company culture and values through the language and narrative that’s created. This alignment ensures the messaging reinforces the organisation’s values and objectives, creating a cohesive and unified understanding of rewards across the organisation.

    Reward branding

    A lot of companies miss a trick with this one, but a reward brand is a great way to get your messaging noticed. With people’s inboxes and time maxed out, creating a recognisable reward brand can help people spot your communications. Typically aligned with your company branding, a reward brand has (potentially) a logo and a consistent look and feel that lets people instantly know they’re looking at reward communications. 

    In the same way your marketing team has visual guidelines, a tone of voice and style guide, and approved narratives and key messages, your reward team should have the same. This will ensure a consistent style of writing and a coherent approach to employee reward communications that have the same look and feel across all pieces, building trust with your audience.

    Connected and self-reinforcing

    Total reward strategies have been carefully thought out and reward communications should follow suit. While you will want to create communications for specific elements of your total reward package, you also need to have overarching comms that explain the value of the whole package. 

    You should also create connections between relevant parts of your reward package with your narrative and messaging. Whether that’s about placing a focus on performance, wellbeing or development. Your communications should consistently repeat the same messaging in different ways helping your messages land.

    Multi-channel approach

    Using a variety of communication channels ensures your messages reach the entire workforce in a way that resonates with them. You’ll have lots of options, including the intranet, reward microsites, email, face-to-face meetings, social media and print. 

    Reward communication channels used by Aon UK Benefits and Trends 2023 survey respondents

    One of my favourite places to communicate with employees is the back door of the toilets or above the urinals because the messaging always gets seen and read. A multi-channel approach caters to the different communication preferences of your workforce and reinforces messaging through repetition (without boredom) in different formats.

    Training for managers and HR

    The communications you create will be shared and brought to life by your HR team and your managers. Not only when you initially cascade your communications but when recruiting or communicating pay review and bonus outcomes, during performance reviews, when supporting employee wellbeing issues and when retaining employees. 

    Equipping managers and HR with the knowledge and tools to confidently and effectively communicate reward-related information to their teams is vital in helping you achieve your recruitment, employee engagement and retention goals. 

    Feedback mechanisms

    Incorporating feedback mechanisms into reward communications allows organisations to gauge employee understanding, perceptions and satisfaction with their rewards. Whether it’s a clickable link to a shared inbox where employees can send their queries, a reward-specific employee survey, face-to-face Q&A sessions or reward surgeries where employees can bring their questions and challenges. This feedback loop is crucial for continuously refining and improving communication strategies to better meet your employees’ needs.

    In conclusion

    Employee reward communications are a critical component of a comprehensive total rewards strategy. They bridge the gap between the organisation’s reward offerings and employee perception and appreciation of those rewards. By adopting a strategic, aligned, multi-channel approach, organisations can enhance attraction, employee engagement, motivation and performance. 

    Ultimately, effective reward communications are not just about conveying information – they’re about engaging in a dialogue that values and recognises the contribution of each employee. Fostering a culture of transparency, appreciation and mutual success.

    Take your reward communications to the next level by talking to me – Becky Hewson-Haworth. With over 20 years reward and communications experience, I can help you transform your reward comms from so-so to stand-out. 

    This article was originally published on Clarion Call Communications and can be accessed by clicking here.

    Your people know what to say, now help them say it brilliantly

    September 25, 2025

    You’ve done the presentation training. Ticked the boxes. Your team knows how to work out what they’re saying – the structure, story arc, key points. Happy days until… it’s time to actually stand up and speak in that town hall or on your company podcast.

    And that’s when things go a bit wobbly. Literally. Nerves kick in and out comes a voice that is way higher than expected, with those carefully crafted words delivered faster than a bullet train. Or they go the other way – flat, quiet, awkward. You sit there, silently urging them to sound as good as you know they can. But what comes out doesn’t quite match the intention or potential that you’ve seen in the office.

    If you’re responsible for communication standards across your business – L\&D, internal comms, leadership, brand – you’ve probably seen this in action. People with great ideas, strong skills, all the prep in the world… and a delivery that just doesn’t land.

    You can prep the content till the cows come home, but if the voice doesn’t back it up, no one’s taking it in.

    This is where I come in.

    Voice coaching fills the gap between knowing what to say and actually saying it with confidence, clarity and a bit of fecking oomph. It’s the difference between someone simply textbook “sounding like a leader” or sounding like a leader who really cares, understands their topic and is on a mission to make a difference.

    (If this is ringing bells, have a nosey at my listing in the Directory and let’s chat.)

    This is about helping people sound like themselves – _on a really good day. Owning their accent, voice and presence. Grounded, expressive, connected to their message. Like they actually mean it.

    That’s what makes audiences pay attention. Clients trust faster. Meetings move quicker. And the person speaking actually enjoys it (imagine that).

    It also means:

    * Less second-guessing their delivery so they’re more likely to step up to take the speaking opportunities you offer them

    * Fewer rewrites and re-records leading to a more streamlined, efficient podcast production experience for all

    * More confidence across the board (or the boardroom)

    As a decision maker, this means your organisation saves time, builds trust faster, and strengthens its leadership brand from the inside out. Your people represent your values in every meeting, every pitch, and every piece of content.

    So if your people have done the training but still hate how they sound, there’s work to do. And it’s probably voice work.

    Fancy digging deeper? You’ll find all the details in my Directory listing.

    Voice coaching is the next clever step when you want to take someone from competent to cracking. From “Yeah they were fine” to “Bloody hell, they nailed that.”

    It’s especially useful for:

    * Internal podcast hosts who want to sound like pros without losing personality

    * Senior leaders who want to command a room (without the waffle)

    * Spokespeople prepping for big pitches or media appearances

    * Anyone who’s ever said, “I know what I’m saying… I just hate how I say it.”

    These are the folks I work with every day. From networking events to Northumberland Water, solo founders to exec boards. The goal’s always the same: helping people sound more like themselves—with less panic and more power.

    So. If your people already know what to say and you want to help them say it in a way that actually lands? Click through to my listing and let’s have a proper chat.

    Let’s get their voices working for them, not against them.