Building stronger teams through human-centric communication

“People don’t fear change—they fear uncertainty, irrelevance, and judgement. HR leaders need to acknowledge that a career pivot isn’t a simple reskilling exercise; it’s an emotional and psychological journey.” — Dr Damini Chawla, Communication Coach and Keynote Speaker

In today’s dynamic workplace, where career pivots are becoming the norm and authentic communication is a competitive advantage, few professionals embody this transition better than Dr Damini Chawla. Once a fully registered Clinical Dentist, Dr Chawla traded the precision of root canals for the nuances of human interaction. Now a communication coach and keynote speaker, she uses her unique journey to help leaders and organisations connect, collaborate, and thrive.

“I often joke that one day I woke up and decided there’s got to be more to life than teeth,” Dr Chawla told HRM Asia, reflecting on her unconventional career shift. But beneath the humour lies a deep understanding of human connection. “Dentistry taught me that pain isn’t always visible. Patients often walked in complaining about a toothache, but the real discomfort lay in anxiety, mistrust, or fear. My ability to decode unspoken cues and communicate with empathy became more valuable than a perfect root canal.”

Dr Chawla’s transition from dentistry to communication coaching was less a leap of faith and more a logical extension of her skills. Her background sharpened her ability to read micro-expressions, manage high-stakes conversations, and build trust—all skills critical to leadership and workplace dynamics.

“People don’t just need technical fixes; they need to feel heard, understood, and empowered,” she added.

As organisations grapple with employee retention and the evolving nature of work, career transitions have emerged as a critical area of focus for HR leaders. Dr Chawla emphasised that these transitions are not just about reskilling but about navigating profound identity shifts.

“People don’t fear change—they fear uncertainty, irrelevance, and judgement,” she noted. “HR leaders need to acknowledge that a career pivot isn’t a simple reskilling exercise; it’s an emotional and psychological journey.”

Her advice to HR professionals? Normalise transitions, identify hidden skills and foster a growth narrative. “Instead of framing transitions as ‘starting over’, frame them as ‘building upon’—because no experience is ever wasted, just repurposed,” she advised.

She also offered a refreshingly candid perspective on the pressure to constantly “transition up”, and explained, “I also think it’s really important to normalise choice. There are those who do not want to ‘transition up’. There are more and more women, especially, who are crumbling under juggling it all, and many with young families don’t want the next promotion just yet because, unfortunately, we haven’t figured our systems out yet.”

The Speak Human Framework

Central to Dr Chawla’s approach is her Speak Human framework—a five-pillar model designed to enhance collaboration and leadership by focusing on clarity, empathy, and authenticity in communication.

“In a world of Slack messages, Zoom fatigue, and corporate jargon, the ability to communicate with clarity, empathy, and impact has never been more crucial,” she said. “The Speak Human framework was born out of a simple but powerful realisation: we’re drowning in communication tools, yet we’ve forgotten how to truly connect.”

The five pillars—Hearing, Understanding, Moderating, Authenticity, and Needs—offer a roadmap for meaningful interactions:

• Hearing: Deep listening beyond words to understand intent and unspoken cues. “This also means creating inquisitive spaces for collaboration rather than listening simply to craft an immediate response,” Dr Chawla added.
• Understanding: Cultivating curiosity and emotional intelligence to grasp diverse perspectives.
• Moderating: Managing difficult conversations with finesse to ensure productive outcomes.
• Authenticity: Encouraging open, honest communication where employees feel safe to express themselves.
• Needs: Recognising and addressing the underlying human needs in every conversation, whether validation, clarity, or recognition.

She continued, “For organisations, this framework fosters psychological safety, strengthens collaboration, and cultivates leadership that people want to follow—not just obey.”

Dr Chawla’s unique journey serves as a reminder that every experience—no matter how unrelated it may seem—can be repurposed for new challenges. Her insights highlight the vital role HR plays in fostering environments where employees feel supported, whether they are stepping into new roles or simply choosing to pause.

By embracing empathetic communication, HR leaders can empower employees to navigate change with confidence and clarity, ensuring both individual and organisational growth.

Dr Damini Chawla will be attending HR Tech Asia 2025, taking place from 5-8 May 2025 at Suntec Singapore. As organisations navigate evolving workplace dynamics, her expertise in fostering human connection and empowering career transitions will be invaluable for HR and business leaders looking to build high-performing, people-centric workplaces. Register now for HR Tech Asia 2025 to be part of the conversation. Visit https://www.hrtechfestivalasia.com/ to find out more.