Lost in Translation Part 2
In our last podcast and coordinating blog (Season 1 Episode 6) we unpacked organizational communication challenges related to growth and/or the lack of a written communication strategy. But we didn’t cover challenges teams face when their senior leader changes direction mid-stream. We understand negative feelings can occur when a team member has invested time and/or money into pursuing an original vision to find out that senior leadership has redirected the project/program vision. Ouch right. Yeah, we are talking about the elephant in the room. Consider listening to our coordinating podcast to hear Ed unpack a personal story that relates to this team challenge. (Insert grimacing face emoji.) I can grimace because I was on Ed’s Executive Team and was affected by “mid-stream redirection.” Do you like the title I gave this phenomenon? I want to be clear, senior leaders have every right to redirect mid-stream, and they often intuitively recognize a shift is necessary. Although it happens, we don’t think mid-stream redirection should be a habit. We also validate that team members should be empowered with details before them making a significant investment. But it happens and we want to share some helpful insight so that teams can better navigate the situation.
One factor to consider is if your team has a Keeper in an Executive role. You are probably thinking, “what is a Keeper?” If you haven’t had a chance to listen to Season 1, Episode 5’s Podcast, check it out! The Patterson Center defines Keepers on the Thinking Wavelength as a leader that appreciates both administrative and strategic processes. They have concrete and abstract thinking skills which make them great mediators or communication bridges between a senior leader and the rest of the team. Keepers are vital in helping senior leaders and their teams navigate mid-stream redirection in a healthy way. Keepers can receive information from their senior leader and communicate specifics to the rest of the team. Remember, type A visionary leaders are often fine operating with a certain amount of ambiguity. Keepers can hear their senior leader’s vision and communicate to the rest of the team in a more detailed and specific manner.
Another key step to having healthy organizational communication is to implement an organizational strategy. Effective organizational communication strategies can improve overall productivity, enhance missional effectiveness, and instill a sense of trust among staff.
Here are a few tips to create an effective communication strategy:
Evaluate how your organization is communicating internally (email, text, apps, platforms, meetings, memos, manuals, reporting, etc.).
Assess if you have a Thinking Wavelength Keeper in an Executive role.
Evaluate how effective your types of communication are (formal, informal, horizontal, vertical, internal, and external).
Get honest team feedback.
Be humble and willing to listen and change.
Create goals, assign a team member, and establish a due date.
Assign a communication strategy point person (more than likely this should be a Keeper).
Make sure your strategy is aligned with your mission.
Get team buy-in and sell out.
Train your team.
Execute your strategy.
Incentivize and celebrate wins!
Building executable strategies often require outside coaching and support. Setting goals and ensuring they are aligned with your mission can be challenging. Contact us via this online form, DM us on Instagram @exo18strategy or Facebook @exo18llc and let us help you and your team communicate clearly, concisely, and consistently. It will make all the difference!
