Communication Lesson for Managers: Be Direct
Posted on Wednesday, July 1, 2009 by Frank RocheUnless you hired a company full of mind readers, no one knows what you’re thinking unless you tell them. And sometimes that’s not even enough. How many of you have *thought* you told someone something, only to discover that the conversation happened only in your head?
Managers, communicating with employees can be pretty simple if you do this: Be direct. Say what you mean, repeat it, and then wait to hear your thoughts repeated back to you. After all, it’s not communication until you hear back.
rick
Jul 1st, 2009
I support direct. Howver, that may not be enough. I have found that we all bring a set of assumptions and points of view to a any series of words (or even words and tone if there is audio/video).
Whenever possible ask the clarifying or provacative question in the communications in order to solicit feedback. Obviously easier when the communications are one on one. Too often people walk away thinking the specific words are understood when the other person has an incomplete or different interpretation.
Ron Ulrici
Jul 2nd, 2009
Frank – you are the poster boy for direct, no-nonsence communication.
Many managers sugar-coat their conversations with their employees and then wonder why the work doesn’t get done properly.
The classic case is when the employee in an exit interview tells the HR rep that he didn’t know why he was discharged because his manager never told him he wasn’t doing well.
Ron
Bill Strahan
Jul 2nd, 2009
Frank – this was a damn fine post.
Frank Roche
Jul 2nd, 2009
@Bill, thanks a lot. I appreciate that.
Frank Roche
Jul 2nd, 2009
@Ron, thanks for that compliment. I try to live by these words. My motto: No one should be surprised.
Presentations Training
Jul 13th, 2009
Aint that the truth. Being direct requires that one be a good educator as well. One should give subordinate credit for what they are doing right and then, reiterate the goal or standard that leader would like them to meet.