FREE online courses on Building a Winning Team - Support - Inform And
Involve
“Gentlemen, we are getting killed on the beaches. Let's go inland
and be killed”.
--- General Norman Cota, Omaha beach, Normandy, June 6, 1944.
People are like mould: kept long enough in the dark (the darkness of ignorance),
and they'll feed off the host (organization) itself, leaving it hollow.
Many companies have a policy of sending
circular letters containing organizational news, through regular meetings,
level to lower level, or even more formalized presentations to select groups,
their style/periodicity varying one from another, so as to keep its people
informed. The whole idea is to beat the rumour mills,
the grapevine, which is so often accurate that disinformation planted there could cause serious damage. If you want
your
people to develop, tell them about:
- What you all are there
for, and what the organization's goals are
- How these concern their
department: what is our linking role?
- How well are we doing in
meeting these goals?
- How the Company is doing
at home and abroad
- The changes taking place
(internal/ external)
- General news, good and
bad, creating familial ties
Bottom-up (not exactly as in ‘sundowner'!) i.e. reverse 2-way communication, is important for the following reasons/factors:
- Confirmation that the
message has been received, and received accurately
- Enhances understanding,
invites staff commitment/suggestions (positive feedback)
- Reveals whether the
method of disseminating
information works?
- How good is the quality/
quantity of information that reaches you?
- Can you question, ask
for more?
- Is it effective vis-a vis timing, clarity, relevance, frequency, accuracy?
- Can it be 2-way,
face-to-face?
- Does the reverse
message, back up to the Top, reach/ distortion? / Who listens??
- Is the system
maintained, up-rated ?
- Make sure you get the
answers; everyone, including you, may be left out in the cold.
QUESTION:
- Why and how do men and
mould resemble each other? Explain and
expand.
- Is your office a hotbed
of gossip and rumor? What will you do about it, now that you are the new
manager? What will you be addressing yourself to, and what symptoms will look
for to tell of trouble/ positive signs towards improvement?
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