Communication and Consultation

Do you and your teams have a great, open line of communication? Do you have regular, weekly consultations with progress reports and updates on production, execution and market wins or losses?

For that matter, as an employee, are you reaching out to leadership and bridging the communication gap that exists? As a team member are you asking for guidance when the instructions are unclear?

Keeping clear and concise communication with all channels of your life is massively important. Equally important is the consultation that occurs within communication as you constantly set and reset expectations and ensure the goal is being achieved daily.

James Williams in How to Read People Like a Book speaks on the power of personality analysis and body language in communication. The book is a quick guide on personality types and helps the reader understand how non-verbal cues can affect communication, as well as how to point out and understand different personalities and how to effectively communicate with them.

At one point Williams says “One thing you have to understand … is that you can’t box people into single communication styles. People change the way they communicate based on the results they want to get and will change depending on their life situation and environment.”

Finding a “baseline” in a person’s reactions and communication style is critical to good, concise and clear communication. Once you find it, then you can identify what stance is being taken and how to address it effectively. Without getting to know people, you can’t know their baseline.

Moving forward let’s dive into how leadership can improve how they communicate and create accountability, as well as how team members can ensure their voice is heard while not feeling lost.

For Leadership

This seems like a simple concept—give instruction and that instruction is followed.

It’s never that easy. The human capital element of your business is the single most important engine in any company. The problem for most is that the human capital asset is the most unpredictable piece of the business.

People have feelings, bad days, their own thoughts, processes and beyond. As a leader your role is not only finding the right cheeks for the right seats—the right fits—but it is also your role to find ways to adapt your style and approach to fit the current roster you are working with.

Want a quick lesson in leadership adaptation with structure? Look no further than a high school football coach.

Every season a high school football coach approaches the season with a firm plan for defense, offense and special teams. They also have a plan for development and growth for the team at a position group and individual level.

The one thing they can’t control is personnel—the human capital.

College coaches face variables with personnel thanks to transfers, graduation and a handful of other issues. Pro coaches have issues as well with trades, contract negotiations and the like, but high school coaches have no options. Their roster is fed by a local city and parks platform—that’s about it.

As leaders they must be ultimate communicators. They also must be masters at consulting their teams and keeping track of progress and development.

Understanding a player’s background, personality and their “why” is a tough thing when that person is in their teens. High school coaches—no matter the sport—must learn what motivates the team at an individual and group level with little input in the development of the talent prior to arriving on roster.

It’s the same as being hired into a leadership position with a full roster and no opportunity to adjust—you simply must adapt and overcome.

No leader I know would raise their hand and volunteer to run a company with a team they can’t select or adapt, one that they must only mold and grow through coaching to success only. Talk about a tough job.

Take on the role of the high school coach and understand how to develop your team based on who they are and their “why”. The only way you can achieve that is by creating and maintaining communication.

Sometimes it’s very easy to disconnect a bit, especially with team members that seem self-assured and that are not in need of constant guiding or coaching. Be that as it may, learning about them individually should become the goal.

Despite the appearance of being “put together” there may be a disconnect based on role. Maybe this individual doesn’t want to bother the “boss”, be seen as needy or may be afraid to point to problems and communicate effectively. It happens constantly but as a leader your role is to clear the smoke from the air and make damn sure your people understand they can communicate with you.

You must find and build trust. Without trust there will be no clear communication. To build trust you listen and create solutions, are constantly available and have a common understanding that your people can rely on you.

If you aren’t comfortable being the wall for the arrows and open for business 24 hours, don’t step into the war that becomes leadership.

For Team’s

How many of you have bitched about leadership? You don’t have to raise your hand awkwardly and look around for approval like at the recent Presidential Debate, you know you have. Own it.

The question you must ask yourself is what did you do to help effect change in your organization? When you look at communication issues, at times they arise from the bottom up.

Have you asked the right questions to the right people? Have you looked at leadership and after receiving instruction when you have questions and sought out clarity?

It can be difficult in an organization to speak up, step outside of the pack and seek additional clarity or communication. Taking that step, however, puts you in a better position personally and professionally.

First, you broke a boundary for yourself toward personal growth. You have stepped out and separated from the pack. Second, leadership often recognizes and appreciates other leaders—no matter your current status.

In the Navy they referred to a magical aura that leaders have called command presence. It is when you walk in a room and every eye finds a way towards you. Where nothing has changed but the energy in space you now occupy, and that energy is you.

No matter if you are a line employee, mid-level manager or executive you can have this presence and energy. Knowing this and how to carry the confidence to speak out and guide communication is critical and could be a major development in your company or relationship growth.

All this to say, stepping out of your comfort zone and achieving communication channels with your leadership is critical and is on your plate just as much as theirs. Strong leadership is not always present, and even when it is those leaders are just like you—human capital. They make mistakes too.

There are daily distractions and numerous other items that pop up daily at the top. Understand that and keep the course of communication alive. It’s the heartbeat of the business’ success and growth.

How are you communicating with those around you? Not just at work, but in your sphere of daily influence?

Master communication, control your life.