A recurring management theme is leaders who assume that their people know what’s on their minds. I call this “managing by telepathy”, as these leaders often neglect to articulate what they want.
This is rarely intentional. After all, you don’t sit in your office and think about how you can avoid good communication with your people. But you can get swept up in the busy-ness of your day and simply think that you said something when actually it never left your mind.
I was introduced as a resource to Sarah, a leader who is working on an initiative that is very important to her professional advancement. Our interaction was limited in that it was over text.
I tried to engage Sarah during these exchanges, to no avail. I understood her communication style, which was direct and to the point. Although I tried to be open minded, her directness and aloofness influenced my perceptions.
I was next in line at a store and the person ahead of me was becoming increasingly frustrated by the answers she was getting from the salesclerk. The person helping her was rude and had a big attitude.
Regrettably, this isn’t so unusual.
How do your employees represent your business when you aren’t looking? Obviously, you can’t be omnipresent but are you comfortable that your employees are good brand ambassadors?
If you haven’t done so recently, you’d be well served to see how your people are doing in this regard.
I attended a meeting of an organization whose board I serve on. I was in the back of the room, and seated behind me were two disgruntled people who were loudly dissing everything that was reported during the meeting.
During the Q&A portion of the meeting, these people went a few rounds with the moderator of the meeting, until one of them stood up and shrieked an acerbic comment. After this drama, she declared, “I’m a communications professional and I know I’m right.”
How would you rate yourself on asking for help?
I’m not talking about being a slacker and asking others to do your job. Instead, this is about chipping away at your “I can do it all” mentality and gaining benefits from someone who is willing or even eager to help you.
We deal with losses in the workplace all the time. We lose new opportunities and established business. We lose employees. We lose momentum. We lose market share.
When leaders deal with these losses, they often view them tactically. They evaluate the immediate impact, come to conclusions, and move on. They don’t necessarily think deeply about how the immediate impact affects the long term.
I’ve been working with a leadership team where three out of four people are aligned around organizational goals, while the fourth is singing to the tune of his own agenda.
Although this leader is valued in his role, if he doesn’t work to achieve alignment with his colleagues, over time it will infect the leadership team.
Are you ever puzzled that some people think that they communicate well when they are ambiguous at best? Some leaders leave a lot unsaid and yet still expect their people to know what they didn’t say.
The challenge with this is that these people don’t even realize that they’re not verbalizing their thoughts. They may think they have, but they haven’t.
Management successions occur every day in organizations around the world. These range from promotions to first level supervisors to appointments of new CEOs.
A person who is new in the job and immediately proclaims, “This is how it’s going to be now” will face resistance on multiple levels, while the person who steps in and listens will be received quite differently.