Talk and Move Up The Organization.
How many times have you used or heard the phrase at work — “it was just a mix-up in communications”?
When we’re young and starting out in our careers, we want to be heard. We want everyone to know how we think, what our plans are and what our contributions are to the firm. We’re probably overly communicative.
Then when we hit supervisory or managerial status, (yay us, right?) something happens to our communication skills…they become lax. As our responsibilities, the expectations of others and just everyday stress increase, we somehow forget that there are others who depend on our voice in order for them to get their job done.
Here’s a common dilemma: Normally, you and someone who reports to you have a great relationship…generally, you’re both on the same page. You both understand the trajectory of the business goals…the importance of getting Sr. management’s blessing.
Then suddenly, as if out of the blue, you start demanding or, rather, surmising that certain tasks be completed in a more compressed timeframe. But here’s the rub…you didn’t tell anyone that this was your expectation. So from the perspective of those who work for you…you seem insane and unreasonable. Or maybe they think, you think…it’s not your job anymore to keep folks in the loop.
We’ve gone over planning, listening and organization at great length here. What we’ve not delved into is communication. And I don’t mean e-mails, phone calls, text messages (don’t get me started)…I mean engagement…really bringing your team into your thought process.
Here’s my advice and it’s pretty low-tech…call up the stationery supply folks in your firm, have them send you a stack of legal pads, or better yet, one of those presentation boards on which you can write down ideas with a marker. (the non permanent kind, guys.)
Plan to have brain storming sessions once a week…get those ideas, drawings, graphs in front of everyone…then discuss and start dividing repsonsibilities.
The most important aspect of this exercise is to set realistic timeframes and deadlines. Then ask one person on your team to collect weekly status updates from each team member, put it together in one document and send it to you.
In any case let your expectations be known. If you don’t, your staff will think you don’t care about what they go through all day to accomplish your goals.
Tags: communication-skills, e-mail, management, Organization, text-messagingRelated Stories
POSTED IN: Fabulous Coffee Break
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