Leadership communication can make or break a team and their performance. How do YOU communicate your direction, guidance, and vision in a way that causes them to listen and want to follow? Here are three ways to do just that:
Share Your Expectations
What do you want those team members you lead to do exactly? What do you want them to do differently, say differently, see differently, or believe differently than what you are currently seeing or experiencing? Those two questions will help you clarify the message you share with employees. IF you don’t know the answers to those two questions, your directions sound a bit like “Well, just do better” and we both know your definition of better may not match their definition. Be concise, clear, and specific as you can when sharing your expectations. Employees who know how to perform in the way that gets them recognition or praise for a job well done are far more motivated to do so.
Ask For Input, Help and Questions
Once you’ve shared your expectations of employee performance, or while you are sharing them, ask those you lead for their input. In Contagious Leadership, it’s described in Chapter 4 Leaders Ask for Help from Those They Lead, as They are Often Closer to the Problem Than the Leader. What can those team members help you understand, figure out, or create solutions for that might even be better than what you’re asking them to do? Are you telling them what to do or engaging them in the process of finding a solution? If your leadership communication includes asking questions, asking for help, and involving them in the solution, you’ll have team members who work with you for the improved performance of the entire team.
Have a CHAT with Those Off Track
Some time ago, I posted a formula for coaching conversations in which leaders can communicate a request for commitment of changed behavior and then thank the employee for that commitment. The CHAT Model works well for those who are off track and allows you to communicate what you’d like to see done differently while also gaining buy in from that team member. In all communication, disciplinary or otherwise, sharing a clear message of expectations and seeking buy in will help others want to follow your lead.
Need more?
Communication is a detailed topic and often it is what stands between our perception of seeing a star employee or a poor performer. As a leader we have a responsibility to communicate in a way they understand, communicate when they are off track, and clearly communicate what we want from that employee. Without those key elements of communication, we might mistakenly perceive someone as difficult. If you have a multitude of difficult employees or people you work with, it might be a result of your communication. Join us at the next Contagious Conference on Dealing with Difficult People to learn the secrets to more effective communication that might just make all those difficult people disappear! 🙂 Learn more…
Whether you’re able to join us in April or just have time for a quick read, these steps will help you communicate more effectively and will enhance how you are perceived and how you perform as a leader. How else might you recommend improving one’s leadership communication?
Leadership communication can make or break a team and their performance. How do YOU communicate your direction, guidance, and vision in a way that causes them to listen and want to follow? Here are three ways to do just that:
Share Your Expectations
What do you want those team members you lead to do exactly? What do you want them to do differently, say differently, see differently, or believe differently than what you are currently seeing or experiencing? Those two questions will help you clarify the message you share with employees. IF you don’t know the answers to those two questions, your directions sound a bit like “Well, just do better” and we both know your definition of better may not match their definition. Be concise, clear, and specific as you can when sharing your expectations. Employees who know how to perform in the way that gets them recognition or praise for a job well done are far more motivated to do so.
Ask For Input, Help and Questions
Once you’ve shared your expectations of employee performance, or while you are sharing them, ask those you lead for their input. In Contagious Leadership, it’s described in Chapter 4(link to: https://www.contagiouscompanies.com/storebooks.aspx#start) Leaders Ask for Help from Those They Lead, as They are Often Closer to the Problem Than the Leader. What can those team members help you understand, figure out, or create solutions for that might even be better than what you’re asking them to do? Are you telling them what to do or engaging them in the process of finding a solution? If your leadership communication includes asking questions, asking for help, and involving them in the solution, you’ll have team members who work with you for the improved performance of the entire team.
Have a CHAT with Those Off Track
Some time ago, I posted a formula for coaching conversations in which leaders can communicate a request for commitment of changed behavior and then thank the employee for that commitment. The CHAT Model (link this to that old post)works well for those who are off track and allows you to communicate what you’d like to see done differently while also gaining buy in from that team member. In all communication, disciplinary or otherwise, sharing a clear message of expectations and seeking buy in will help others want to follow your lead.
Need more?
Communication is a detailed topic and often it is what stands between our perception of seeing a star employee or a poor performer. As a leader we have a responsibility to communicate in a way they understand, communicate when they are off track, and clearly communicate what we want from that employee. Without those key elements of communication, we might mistakenly perceive someone as difficult. If you have a multitude of difficult employees or people you work with, it might be a result of your communication. Join us at the next Contagious Conference on Dealing with Difficult People to learn the secrets to more effective communication that might just make all those difficult people disappear! J Learn more… (link to upcoming conferences page)
Whether you’re able to join us in April or just have time for a quick read, these steps will help you communicate more effectively and will enhance how you are perceived and how you perform as a leader. How else might you recommend improving one’s leadership communication?
