Complex doesn't belong in the 6 Cs of effective communication.

Communication in talent development isn’t about bells and whistles; it’s about making meaning land where it matters. When you’re shaping learning experiences, briefing stakeholders, or guiding a team through change, clarity isn’t optional—it’s essential. A simple frame helps keep you on track: the 6 Cs of effective communication. And yes, one of the classic options simply isn’t part of the list. Let’s dive in.

What are the 6 Cs, anyway?

Think of the six Cs as a practical checklist you can apply to almost any message, from a slide deck cue to a leadership email. The familiar lineup goes like this:

• Clear

• Concise

• Concrete

• Correct

• Coherent

• Courteous

If you’re tempted to add “Complex” to that lineup, you’re not alone in noticing a common trap: when we’re excited about an idea, we sometimes bury it in jargon or dense explanations. But complexity isn’t a C you want in your communicative toolkit. Here’s the thing: complexity invites confusion, and confusion undercuts learning. The goal is a message that’s easy to grasp, not a puzzle that requires a decoder ring.

Why Complex doesn’t belong in the Cs

Let me explain with a quick real-world reminder from the training floor. Imagine you’re introducing a new learning platform to a group of supervisors. If you pepper the note with long sentences, abstract terms, and multi-syllable phrases, you’ll lose the audience’s attention fast. People learn best when they can picture what you’re saying and why it matters to them. Simple, direct language helps your audience see the value, anticipate next steps, and actually apply what they’re learning. In short, complexity delays outcomes; clarity accelerates them.

The six Cs in action in talent development

Now, how do you bring these six traits to life in everyday work? Here are concrete ways each C shows up, with a few quick examples you can borrow.

• Clear: Define the core idea in one easy-to-remember sentence. If you’re describing a new microlearning module, lead with the benefit—what the learner will be able to do after completing it—before piling on features.

• Example to borrow: “By the end of this module, you’ll be able to design a short, two-question assessment that checks understanding in the moment.”

• Concise: Trim the fluff. Say what you need to say in as few words as possible without losing meaning. If a slide can be read in five seconds, it’s probably fine. If it takes a minute, rethink it.

• Quick tactic: cut two words out of every sentence, then another two out of the paragraph. Your readers will thank you.

• Concrete: Use specifics, not abstractions. Replace “improve engagement” with a measurable cue—“increase quiz participation by 20% within four weeks.”

• Concrete detail anchors learning and decision-making, which matters when you’re coordinating programs across departments.

• Correct: Double-check facts, numbers, names, and dates. A small error can undermine trust and derail momentum.

• Build a habit of a quick accuracy pass, especially when you’re sharing data, success stories, or case studies.

• Coherent: Organize information so it flows logically. A good sequence is why, what, how, and so what—guided transitions help the reader or learner move from one idea to the next without getting lost.

• When you’re outlining a program, a simple storyboard or an agenda with clear transitions helps avoid jumbled messaging.

• Courteous: Tone matters. Respect, warmth, and a constructive stance invite collaboration and ongoing engagement.

• A courteous note might say, “Thanks for the quick feedback—here’s a revised version that addresses your points,” rather than a curt reply.

A few practical tips to weave the Cs into daily work

• Start with a quick audience check. Who’s reading or listening? What do they need to know right now? Tailor your language and level of detail accordingly.

• Use templates. A short email, a briefing slide, or a facilitator guide can all follow a clean, Cs-based structure. Templates prevent drift between you and your audience.

• Read your message aloud. If you stumble over a phrase, a learner will too. If you can’t read it smoothly, simplify it.

• Seek micro-feedback. A 2-minute note from a colleague about “Was this easy to follow?” can save days of confusion later.

• Lean on visuals. A single, clear graphic can express a concept that would take paragraphs to explain. The Cs love visuals that reinforce words, not replace them.

A moment for a tiny digression—and a tiny reassurance

Learning teams often juggle multiple stakeholders: subject-matter experts, managers, front-line facilitators, and learners with different backgrounds. It’s tempting to over-explain or over-polish, thinking more detail equals better learning. In reality, more words can cloud more than they illuminate. The Cs aren’t about dumbing things down; they’re about sharpening the signal. And yes, you can be precise and still keep things human. A respectful tone, a well-chosen example, and a crisp takeaway can coexist with warmth and personality.

Common traps—and how to sidestep them

• The too-familar tone trap: Dropping buzzwords or assuming shared jargon. If the audience isn’t inside your exact lane, you’ll lose them fast. Swap jargon for plain language and set a concrete example.

• The dense slide syndrome: A slide that looks like a mini-essay invites eyes to glaze over. Break text into bite-sized bullets, pair them with a calm graphic, and lead with the key takeaway.

• The wandering paragraph: Big blocks of text invite fatigue. Short sentences, varied rhythm, and deliberate transitions keep momentum.

• The inconsistency trap: Shifting tone or terms across materials can confuse learners. Keep a consistent voice, and align definitions across all communications.

• The one-way tunnel: Communication isn’t a monologue. Invite feedback, acknowledge it, and show how you’ve integrated it. Courteous replies boost trust and openness.

A few reflective prompts to keep you steady

• When you explain a concept, what’s the one sentence you want your learner to remember? If you can’t answer quickly, revise.

• Do your examples land with the audience? A concrete case from their day-to-day work often lands better than a theoretical illustration.

• Is there jargon you can replace with simpler words without losing precision? If yes, do it.

• Which message could someone misread? Tweak for clarity and tone.

Wrapping it up with a human touch

The six Cs aren’t an abstract checklist tucked away in a file cabinet. They’re a living habit you carry into every learning conversation—whether you’re designing a module, facilitating a workshop, or drafting a quick update to leadership. The one “C” that doesn’t belong—Complex—serves as a helpful reminder that simplicity often leads to impact. When you choose Clear, Concise, Concrete, Correct, Coherent, and Courteous, you’re not just communicating—you’re enabling learning to happen more smoothly, more quickly, and with less friction.

So, as you move through your day in talent development, invite a simple test before you press send or hit a share button: Is this message as clear as it can be? Is it concise enough to respect the reader’s time? Is it concrete with a real, tangible outcome? Is it correct, with accurate details? Is the flow coherent, guiding the reader naturally from start to finish? And does the tone feel courteous, inviting collaboration rather than defensiveness? If you can answer yes to all, you’ve likely nailed the moment.

A final thought to carry forward

Communication isn’t an add-on to your role; it’s a core skill that shapes how learning lands. The six Cs give you a practical compass to steer through meetings, emails, and training materials. They help you cut through noise, speak in ways that learners can act on, and keep your work human—professional, but never stiff. If you pause now and then to check against these Cs, you’ll notice the difference in how ideas catch on, how feedback lands, and how momentum builds.

If you’d like, we can explore a few real-world scenarios you’re facing—messages you send to learners, briefs you share with stakeholders, or facilitation notes you use in a session. We can tune them through the lens of the six Cs, tossing in little tweaks that make your communications sharper while staying true to your voice. After all, great talent development isn’t just about content; it’s about how that content travels, lands, and—most importantly—sticks with people long after they’ve put the material away.