Tag Archives: communication

A fine line

Most people would agree that communicating with each other is a cornerstone of human existance.  That is, a critical behaviour that is one of the keys to a happy life.

Balancing your personal needs with those of others, while communicating with others,  often requires you to tread a fine line between getting the message across and not offending.

What are you trying to do

Communications  are either an information exchange (typically two way) or providing information or direction (typically one way).  These are not exclusive practices and a single communication event can include both types.

Information exchanges work best as conversations or discussions whether in group meetings , one on one verbal exchanges or even online conferences.

One way information or providing directions can occur in all the above ways but also be used effectivelyin email exchanges.  Email exchanges usually fall apart when one or the other party attempts to make the interchange two way.  Email is not a good vehicle for that.

Treading the Fine Line

If your intent is to provide a clear message or direction, often some finese is required to ensure receptivity.  The key is early recognition of low acceptance or receptivity to your information.

When you identify this the best approach is to shift gears and enter an “info exchange” mode.

Exchanging information, by it’s very definition, is two way and when done effectively, adversarial and attack type communications can be avoided.

The goal is to achieve consensus around the information/message you are conveying.  Even though you might have begun the discussion with a singular, one way perspective, shifting to a more collaberative method (while not compromising your intent) is the fine line that more often then not leads to good results.

As noted, it is almost impossible to have an effective information exchange when the communication vehicle is email and in these cases I would exit that method as quickly as possible and move to dialogue.

 

Communication Consideration

One of the most important interpersonal skills is communicating with others.  As we are growing up we receive formal training for reading and writing.  What about spoken communication?

Our parents or guardians begin the process of guiding us through how to interact with others.  This is largely experiential .  We learn by observing.

Basic Concepts of Communicating

It is dissapointing to me that we do not yet provide formal education in the basic concepts of communication starting from a young age.  That is, incorporating them into our elementary school curriculums.

Principles of Communicating

There is always a sender and a receiver.  Information passes from the sender to the receiver.

The transmission can be full duplex (senders can communicate simultaneously) or half duplex ( the information transmission is uni-directional and the receiver must wait for the information transnission to complete before sending)

Both the sender and receiver have filters and a bias through which the information is interpreted.  That is, the way the sender formulates their transmission is subject to their bias.  The way the reciever interprets the information is subject to their bias.

Using the principles to Communicate more effectively

A solid understanding of these basic principles is a great tool toward improving communication with others.  Understanding the mechanics of communication is key to being able to improve the quality of your interactions.

This is a similar principle to self awareness, the more you understand whats going on around you (ie, how communications work at a basic level) the better you are able to modify and improve your communications.

 

Learning from the children

As I think about how I have lived my live to this point, my successes and short comings,  I am satisfied.  By this measure, the way I have lived my live maps to my key personal objective – maximum pleasure.

I feel good about the way I live and it gives me pleasure.  More satisfying though, and probably not an objective perspective,  is my perception of my childrens lives.

All our children are fully mature adults and my observation of their  lives, achievements, values and goals is they have bettered me in every way.

All our children  demonstrate maturity and leadership far beyond my own, albeit that it pains me to think this way.  It is after all all about me, I struggle with being bested.

Life Reverses Itself

At some point in recent years, I am not exactly sure when, I began to gain more from observing how my own offspring behave and react, but it happened.  Emulating them  now helps me grow and makes me a better person.

The point where I was the example, the teacher, the elder has reversed.   Suddenly I am learning from them.  The student surpasses the teacher.

When I think about it, this was probably our parental goal all along.  However, while  my wife and I only laid the foundation our children themselves are soley accountable for thier achievements.

And so, unlike the iconic song by Crosby, Stills, Nash and Young -“Teach your children well” what goes around comes around and now it is more like “Teach your parents well”.

 

 

Increasing information sharing effectiveness

Many years ago I stopped telling those people I worked with, for whom I was the designated leader organizationally, that I had an open door policy.

Intuitively, I felt inviting people to my office, to share their thoughts and ideas openly could send a subtle message that I was open to feedback,sugestions etc, as long as they were made in my seat of power.

My office was not a neutral place.  For me, this was a place of power.  Seeking open and candid thoughts from others is not only impacted by your body language and clear indications of receptivity.

Encouraging others to talk to you in places they are comfortable will result in much more open information exchanges.  This could be at their office, desk or workstation.  In a break room or a coffee shop.

More often then not I went to my subordinate for a discussion (rather than inviting them to me) and I consistently found these to be more comfortable and relaxed discussions.

Seeking Input

What others think, open collaberation and sharing ideas is an extremely effective way to develop high performing teams.  A top notch team of which you are a participant in, not a driver or solely direction setter.

Keep in mind the time and place of a discussion is often as important as the topic and discussion  facilitation to ensure an open exchange of ideas.

Spend time with your teams.  Show them the openess you have toward frequent and honest communication.  Don’t expect them to come to you.  You are far more likely to get the feedback you need by actively seeking it.

Empowerment starts with communication

Employee empowerment has long been considered a key practice in the leader’s toolkit to be used to increase motivation, efficiency  and personal satisfaction with work.  This approach can be used as a great morale booster.

What is Empowerment?

I have always found empowerment a great buzz word of the day.  One of those uses of the English language where changing the label of a thing can elevate it’s status and gain attention.

Empowerment is simply the practice of clearly defining,  and then most importantly, communicating the individual workers accountability and the box of authority around those accountabilities.  That is to say, you are accountable for this and here is your latitude for discretionary decision making around these responsibilities.   If something comes up outside these boundaries this is how it is handled.

Basically the more discretionary latitude, the greater the level of empowerment.

What’s the problem?

Where most organizations fall down is with the definition and clear communication of accountability and associated authority latitude.  This came to be defined as the “empowerment” challenge by many organizations.  In fact the problem was simply a lack of clear direction – both what you are supposed to do and what the limits are and  the expectations associated with this.

A number of highly motivated individuals I worked with over the years used to get around the empowerment problem by acting and then asking for forgiveness later.  As long the actions did not bridge on criminal activities or have significant costs associated with them (six figures) then this approach worked pretty consistently.

So to all you organizations with perceived empowerment problems take a look at you accountability profiles and authority limits.   You might be able to solve the problem more easily than you thought.