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Oct 15 2012

Clear Communication – A Great Place to Start in Minimizing Re-work

Recently I read a blog post written by Kirk Hazlett, an Associate Professor of Communication (Undergraduate) at Curry College in Milton, MA.  He began with this quote: “I know that you believe you understand what you think I said, but I’m not sure you realize that what you heard is not what I meant.” This attributed to Robert McCloskey, an author and illustrator of children’s books.

In working extensively with business leaders in my capacity as a certified coach, the lack of effective communication is way up there on the list of things that create the gap between the dream of achievement for the organization and the reality of individual and collective performance.   How many times have you asked or been asked “do you have any questions?’ following a conversation in which a plan of action was laid out along with the steps that needed to be taken.  And how many times have you said or heard “no” after which the meeting/conversation was over?  And finally, have you then come to realize that someone who had no questions because they understood (remember the “no” answer) was going down a path that was different than had been defined for them … thus the wrong path?  I’m going to guess your answer is likely to be yes as it’s something most of us have done at one time or another.

Addressing this is extremely important while quite basic and simple.  In communicating there is always a speaker and a listener.  The speaker has a good idea of what they want to convey and sets out to do so.  Their listener is paying attention and may even be taking some notes.  And yet, as simple as this seems it can go awry in two ways.  On the speaker side, as clearly as they know what they want to convey, it is no guarantee that it comes out in conversation with the same clarity.  On the listener side, the words are heard and still there is room for that person to interpret them in what seems to be the logical and right way.  There is one clear way to uncover any misunderstanding.  The listener simply repeats what they got from the conversation.  If it’s completely correct … Bingo.  If only partially correct, the speaker gets to rephrase the misunderstood portion so that they know both parties are aligned and together in what has to take place next.  And the best part is that checking for understanding and clarity can emanate from either person as in “please repeat” or “let me repeat”.

One major source of wasted dollars in most every organization is the cost of re-work often caused by this kind of misunderstanding.  It safe to say it’s unintended and yet still happens too often.   Knowing that people are going away from a conversation in sync with what others know needs to happen is the kind of efficiency that is especially needed in today’s recovering businesses.    Passing along this easy and simple communication tool is something we do in almost every organization in which we work.  Try it and I expect that you’ll soon become aware of both how easy and effective it is in speeding desired results.  I’d really like to hear of your success!

Mike

Written by Mike · Categorized: Effective Communication

Oct 11 2012

Lead In Business Like a Conductor … the Great Music Will Follow

I recently watched a “TED” video in which the renowned orchestra leader Itay Talgam, pointed to  several 20th century conductor ‘greats’ and the lessons their leadership held for business leaders of today.   The connection to business leadership is especially fascinating once we realize that no verbal exchanges take place when conducting the orchestra and still, the group, or team if you will, have the potential of making the most beautiful music … and that requires cooperation, willingness to be part of a team and a sense of responsibility both to the individual musician’s role and that of the full orchestra.

Appropriately intrigued I wanted to explore the connection between conducting music and leading an organization, a department or a group.    I came upon an article in which Jazz maestro Dominic Alldis was interviewed and the resulting article, “Symphony of Leadership”.   I challenge that as you to read the key points Alldis has identified, you forget it being written from a music perspective and enjoy the similarity to effectively leading within a business organization:  The most significant connections include:

  • Conducting represents the corporate world.  “It conveys metaphors of collaboration (not competition), appreciation of diversity and creativity, and culture and tradition.
  • There is a periodic ‘check-in’ with the leader/conductor although an individual’s focus is on their personal tasks, .  This provides the reassurance from their leader that they are on the right path and serves to add energy to their performance.  Being an effective team player also requires periodic acknowledgement of the leader at key moments while continuing to perform in one’s specific area.
  • “A leader is crucial to bring together varying voices and give it a sense of unity.”
  • It conveys the importance of listening quietly and patiently.
  • The conductor is akin to leading in business.  The making of eye contact with each of his team members, gesticulating with his hands and managing to convey to each the highs and lows that they must take in order to produce beautiful music.”  Such eye contact and other non-verbal communication allows people to know they are respected, have a true value and are contributing to the whole.
  • The conductor is the only person in the orchestra who makes no sound. He is merely there to help his team members make music. “This just goes to prove that leadership is never about control or dominance, it is all about support, understanding, and effective and timely communication.”

So to any of us who equate effectively leading as being verbally forceful and communicating in a loud and clear voice … maybe not.  When Teddy Roosevelt said “speak softly and carry a big stick: you will go far” … maybe he was a fan of music.  I don’t know about you yet the music conductor metaphor seems to provide an interesting model and something to strive for.  Does it make sense from your experience?  I’d love to read your comments!

Mike

Written by Mike · Categorized: Effective Leadership, Leadership

Oct 03 2012

Leader as Introvert vs. Extrovert … Is one better in today’s business world?

Today I read a very interesting article related to the personality types of leaders … specifically the introverted vs. the extroverted leader.  The author is Megan McNeill and is entitled Leadership and Personality: Introverts can Lead, Too.    In the article Ms. McNeill says “it makes sense that we often associate effective leaders with big personalities – their voices tend to carry after all. Many of the world’s leaders have been extroverts and it has served them well – their people skills and energy can draw crowds and inspire action.”  However she quotes from another article that makes the point that we often “prize leaders who are eager talkers over those who have something to say.  A skilled talker isn’t necessarily a skilled leader. If one’s talk of ideas is just that – talk – there can be no real leadership.”  Amen say me!

In general, after reading this I began thinking about how important the personality distinction is today … a time when so many are working hard to emerge to the threatening times encountered during the recent 3+ years.  Is the ‘talker’ still the one to sell what has to happen or is the ‘talker’ going to be resisted because it’s less than believable?  What do those we lead really need and want today … truth? … honesty? … confidence? … and is one personality better able to provide and convey that than the other?  The question of what makes for an effective leader is one that I believe has the potential of changing with the times.  From the exposure we get to various businesses, I believe that succeeding in the environment of this day blurs the line that might differentiate introvert and extrovert as one being more appropriate or ‘better’ than the other.  It ‘s more about every personality type having the ability to facilitate the development of a clearly defined vision, getting the leadership team aligned behind it and doing so in a way that gives all a sense of individual and shared responsibility.  Ultimately they must have the ability to work effectively together to make it happen.  Regardless of one’s individual personality type, there needs to be talk that really does convey what is important to say.  These are serious recovery times and that warrants leaders as effective communicators who instill the desire in others to follow.  No time for the stereotypical image of the used car, fender slapping salesperson here!

Do you see it differently?  Perhaps another spin?  I’d love to read your comment.

Mike

Written by Mike · Categorized: Effective Leadership, Leadership

Sep 27 2012

Forget going the extra mile … how about just ONE degree?

The other day I read a quote from the past attributed to Sam Parker and Mac Anderson.  What hit me about it is the application and the value it adds to all of us today who are in the process of ‘righting’, rebuilding or just building our businesses to greater heights.  It reads …

At 211 degrees…water is hot.
At 212 degrees…it boils.
And with boiling water, comes steam.
And steam can power a locomotive.
And, it’s that one extra degree that makes all the difference.

Actually I’ve been having fun with this.  After we think we’re finished with the plan we set out to create there’s often sighs of relief and slaps on the back around the room filled with those who worked diligently to accomplish the task.  If the truth be known, I have the same reaction when doing this on my own, although admittedly, the slap on the back lacks the same force.

However, when a plan is devised to move forward in some way and whether asking another or myself, , it continues to amaze me what happens when we increase the action, the push or the heat just one more degree?  What might be the result? How much further could that take the business on the path to hitting the mark?  My experience is that determining what that extra ONE degree could mean can be the difference between good and profound gains.  The simple question magically opens up doors of possibility and ultimately added depth to whatever the plan to move forward.  Based on my experience I would encourage everyone to try this.  I think the likelihood is great that those who do will experience my sense of “wow” in terms of how much richness it adds to the path you’re on.  If you do, I’d really like to hear your experience.

Thanks,

Mike

Written by Mike · Categorized: Employee Success

Sep 20 2012

Knowing basic leadership principles is ONLY step #1

I am always reading articles pertaining to effective leadership or leadership practices that WORK which probably wouldn’t surprise anyone who knows what I do (as in Leadership Coaching).  And frankly I am struck by things common to these various opinions regardless of the country of origin for any particular author.  What it amounts to is that effective leadership is just that … or not.

I just read “In a Nutshell: The five core principles of effective leadership” written by one Wendy Brooks.  It appeared in HRZone located in the UK.  In that nutshell, the five principles are …

  1. Be an active learner and foster learning in others
  2. Share a clear and compelling vision
  3. Prioritize activity based on the business context
  4. Lead with integrity, honesty and consistency
  5. Develop leadership capacity at all levels of the organization

Personally I think this is a good basic list.  Obviously we can find others to add or replace and there is a very important add-on to just about every article we read of this nature.  Knowing the core principles is ONLY the start.  Applying them is the key to being successful in the leader’s role.   It seems that too often, there is too little  training around leadership effectiveness methods and the person is left to their own devices and their sense of how a leader leads.  The result we see is that a group of leaders within the same organization are employing their well-intended, yet, often different and sometimes ineffective ways of carrying their area forward.

The rewarding part … and yes, even the fun part … of what we get to do is help the leader become comfortable in this aspect of their role in steps.   The core principals are right on and still one needs to learn how to instill them into their own personal approach and that takes practice … practice … practice.

Written by Mike · Categorized: Effective Leadership, Leadership

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