The 3 Flows of Leadership: Why Upward Communication is Non-Negotiable

Erica Kesse

Effective leadership demands a holistic approach to internal communication, recognizing its multidimensional framework. This system is defined by three distinct flows - Upward, Downward, and Lateral, each serving a specific, vital function that directly impacts productivity and profit. For the CEO, understanding and nurturing the Upward Flow is non-negotiable.


Downward: The Direction Flow (Necessary, But Insufficient)


Downward communication (from leadership to subordinates) is essential for delegation and distributing information. However, an organization dominated by this top-down approach quickly becomes rigid and unresponsive. True leadership understands that direction must be balanced by receptivity.


Upward: The Innovation and Mental Health Flow


The Upward Flow is the pulse check of the organization. It's the vital mechanism that allows employees to surface problems, share innovative ideas, and provide crucial feedback. When the CEO and their leadership team actively cultivate and respond to upward communication, two things happen:


1.  Innovation: Valuable, ground-level insights are integrated into strategic planning.

2.  Mental Health: Employees feel heard, increasing their sense of value and reducing stress, which directly supports their **mental health** and boosts morale.


Lateral: The Agility Flow


Finally, Lateral communication enables cross-functional collaboration, ensuring departments are aligned on goals. When all three flows are healthy and efficient, the organization operates like a sophisticated nervous system, maximizing its responsiveness and overall vitality.


The success of the modern CEO and their leadership team depends on maintaining a strategic balance across all three flows. However, the health and resilience of the entire enterprise hinge on a continuous, valued, and non-negotiable stream of communication flowing up the hierarchy.

Why Your Business Feels Like a Burden (And How to Fix the Invisible Brake)

By Erica Kesse • February 6, 2026
You didn’t start your business to become a mechanic. You started it to be a visionary. Yet, lately, you find yourself exhausted, second-guessing your intuition, and feeling like the entire weight of the company is resting on your shoulders.  In my work with leaders, I call this "Strategic Floundering." It’s that heavy, tight feeling in your chest when you realize that despite the long hours, the view from the summit isn't getting any closer. Here is the truth most consultants miss: You don’t have a productivity problem. You have a configuration problem. To reach your Vision (The Horizon), you need a high-performance Mission (The Vehicle). Your Vision is the emotional "Why." Your Mission is the operational "How." If the vehicle is broken—missing tires, no fuel, or a seized engine—it doesn't matter how hard you stare at the horizon. You aren't going anywhere. When your Mission is vague, you pay the "Ambiguity Tax." This isn't a line item on your P&L, but it is your most expensive cost. The First-Order Effect: You jump in to fix every small problem. The Second-Order Effect: Y our best people stop thinking for themselves because they know you’ll take over. You accidentally turn "A-Players" into "order-takers." This creates a Ghost Engine where your personal health and sleep are the only things keeping the company moving. This isn't a business; it's a cage. Real leadership isn't just a head game. To stop pushing the car and start driving it, you must achieve Vertical Integration: The Head (Mind): Does the Mission make logical sense? Does every service have its own tires (budget and staff)? The Heart: Does this work still feed your soul, or have you abandoned your values for growth? The Gut: Do you t rust your own intuition, or are you ignoring the "check engine" light in your stomach? When these three are aligned, the friction disappears. You move from being a worker in your business to being the Commander of your legacy. You can keep pushing the car until you burn out, or you can pull over and fix the engine.
Imafage of a black woman meditating

The Silent Saboteur: Why Your Spreadsheet is Lying to You

By Erica Kesse • January 26, 2026
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Wellbeing at Work: Why Purpose (Mission) is the Ultimate Buffer Against Burnout

By Erica Kesse • January 23, 2026
Why can a CEO work 80 hours a week on a passion project and feel energized, but 40 hours on a meaningless task feels draining? The answer lies in Purpose . Research shows that connecting work to a higher Mission is one of the strongest buffers against burnout. If you are worried about the mental health of your leadership team, look at your Mission statement first. The "Why" Matters More Than the "What" "Quiet quitting" and executive burnout often stem from a sense of futility. Weak Mission: "We want to increase Q3 profits." (High stress, low fulfillment). Strong Mission: "We exist to save our home planet." (Patagonia). (High effort, high fulfillment).  Leadership Resilience For a CEO, the Mission is the fuel tank. When times get tough, profit goals won't keep you warm. Only a deep belief in why you exist can sustain your wellbeing through a crisis.
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