an article by Hannah Olukoye

As an Engineering Manager, I recently led a communication training session for my team in collaboration with an agile coach. Our aim was to examine our interactions more closely, identify areas for improvement, and co-create a team communication charter.

The session proved to be an incredibly valuable experience, helping us foster stronger alignment, mutual understanding, and a clearer framework for our work together.

In this article:

• I will share key learnings and helpful tips through our team experience
• I will share links to a template we used in our team to guide the discussions

If you’re considering a similar initiative with your team, I hope our journey offers both inspiration and a practical starting point to help foster more intentional, effective communication.

Setting the Mood

When I planned this communication training session for our team — with the support of an agile coach, I wasn’t entirely sure what to expect. We knew we wanted to improve how we interacted, especially in moments of tension, but what emerged from the session far exceeded those intentions. The room quickly shifted into a space of openness, curiosity, and reflection as we dove into what truly drives — and derails — effective communication.

Unpacking the Discoveries

One of the most eye-opening exercises was exploring how we each tend to communicate in conflict. Guided by our agile coach, we examined four core styles: Aggressive, Passive, Assertive, and Passive-Aggressive.

AGGRESSIVE

• Dominates
• Interrupts
• Ignores opinions

ASSERTIVE

• Speaks clearly
• Advocates for self & others

PASSIVE-AGGRESSIVE

• Mixed signals
• Indirect
• Confusing

PASSIVE

• Avoids conflict
• Doesn't speak up
• Prioritizes others

We saw how aggressive communicators can appear confident but often override others’ voices. Passive communicators avoid confrontation, sometimes to the detriment of clarity. Passive-aggressive behaviour sits in the murky middle — indirect, and often confusing.

But the real breakthrough came with assertiveness: direct, clear, and respectful communication that makes space for both expression and listening. It became our shared ideal.

In another exercise, we mapped out our individual communication profiles: Analytical, Amiable, Expressive, and Driver. Each style brought its strengths and challenges:

• Analyticals value logic and precision, but may be slow to act or overly critical.
• Amiables foster harmony and empathy, yet can shy away from necessary conflict.
• Expressives infuse energy and creativity, though they may lack follow-through.
• Drivers are focused and decisive, but risk being perceived as overly forceful.

[ ANALYTICAL ]
🧩 Logic-driven
⚠️ Critical

[ AMIABLE ]
💙 People-first
⚠️ Over-accommodating

[ EXPRESSIVE ]
🌟 Creative buzz
⚠️ Lacks detail

[ DRIVER ]
⚡ Results focus
⚠️ Too pushy

As we explored these styles, we realised much of our past communication friction wasn’t due to misalignment, but rather a clash of unspoken styles. It wasn’t dysfunction — it was difference.

Putting Everything Together

By the end of the session, the fog had lifted. We understood more about how each of us communicates — especially under stress, and how to adjust our approach with others in mind. These insights became the bedrock for our Team Canvas: a set of shared, written agreements that define how we want to show up in conversations, give feedback, and navigate conflict.

It’s not a perfect science, but it’s a huge step forward. Now, when tension arises, we don’t just react — we pause, remember what we’ve agreed on, and approach each other with more empathy and intention.

Template from TheTeamCanvas Website

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