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Improving Communication for Award-Winning Results

Improving Communication for Award-Winning Results

Christina Hamlett, Author and Playwright

 

 

 

 

 

 

 

 

 

Improving Communication for Award-Winning Results

The communication skills of a manager impact his or her success in the organization.  The manner in which a point is made will determine the quality of leadership they possess.

Communication is complex, as it entails more than the words a person uses; it also involves when and how the information is shared.  Messages are delivered more by a person’s body language and the quality and tone of their voice than simply by the words chosen.

Communication starts with an expected outcome of the message. A manager who plans to have a meeting with his staff must first identify what he intends to achieve in delivering his message. He must have an idea of how he expects his employees to react, or what action they might take after communicating his ideas in the meeting.

Whether the manager plans to pitch new sales ideas or institute a new sales attitude to his employees, he intends to move them into action – accepting his ideas or proposing their own concept. The manager, therefore, can expect his employees to adopt his ideas or for them to develop their own as a reaction to the ideas proposed. Either way, there is an expected result of the communication.

Have You Developed a Strong Reputation

Communicating using the strength of your reputation conveys a more authoritative impact.  A manager must build a solid reputation in the workplace, a reputation that is formed by repeated encounters where he shows that he can be a trusted person, proactive and eager team player, and dedicated to the welfare of every member of the team. Once the manager has created such a reputation, his words will be easily heard and understood by the members of the team, without any doubt on his intentions and sincerity.

Are You Able to Leave Your Ego at the Door?

Communicating with employees will be more effective if the manager will leave his ego at the door. He need not flaunt his power and intellect to strong-arm people into listening to him or impress listeners by showing how intelligent or knowledgeable he is.

The manager or leader will be most effective if he will be talking to his employees on an even playing field, as if they all belong to the same level. Instead of making his employees believe him by saying ‘based on my knowledge and vast experiences,’ he can simply say ‘let us work together and find the solution to this problem.’  That statement creates the feeling among his employees that they work on the same level and each one of them is as important as the other.

A manager must not use language and tone of voice that suggests that he is the one in control. The use of terminology that his employees may not immediately understand must be avoided as it will not create the impression that he is very intelligent but rather create the impression that he is a show-off.  Instead of sending a clear message to the employees, his messages became clouded with arrogance and possible confusion.

Confidence and Awareness

A tone of confidence and teamwork carries much weight when communicating with employees. The manager must use strong action verbs while looking people in the eye.  This will show confidence and sincerity in his words. He also must be aware of the reaction of the people he is talking to in order to clarify any doubt or answer any question.

The manager must feel for the other persons’ reactions to his words. He must know whether his words are convincing or if he is just shoving his ideas down the throats of his listeners.

For other effective communication ideas leaders can use to create award-winning results with their team, click here to listen to a conversation Steve Caldwell had with Christina Hamlett.

 

Improving Communication for Award-Winning Results

Steve Caldwell

As a self-professed “manager from hell,” Steve Caldwell learned through the hard knocks of making mistakes while building a career.  Today he serves as a leadership coach, mentor and role model guiding high achieving managers to become the strong leaders their companies, employees and the world needs.  He is also author of the book Manager Mojo – Be the Leader that Others Want to Follow (available on Amazon).

“In all arenas, we suffer from a lack of leadership talent,” Steve observes.  “Every day employees are promoted into management with no training or support to guide their development into leadership positions.  You don’t have to be born to lead. You can learn to lead.”  He can be reached by email at Steve@ManagerMojo.com or by phone at (415) 670*9543.

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