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American Lean Weekday: Leadership | Lean Culture & Intrapreneurship | Lean Methods | Industry 4.0 | Case Studies
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Do You Have a Communication Driven Culture?
Manage episode 277082118 series 2817713
Contenido proporcionado por Tom Reed: Lean Enthusiast & President of American Lean, Tom Reed: Lean Enthusiast, and President of American Lean. Todo el contenido del podcast, incluidos episodios, gráficos y descripciones de podcast, lo carga y proporciona directamente Tom Reed: Lean Enthusiast & President of American Lean, Tom Reed: Lean Enthusiast, and President of American Lean o su socio de plataforma de podcast. Si cree que alguien está utilizando su trabajo protegido por derechos de autor sin su permiso, puede seguir el proceso descrito aquí https://es.player.fm/legal.
Developing a communication driven culture is important if you are going to have long-term success, especially now. We all know that it is harder to communicate via Zoom or Teams or any of the other remote communication platforms. That doesn’t mean you shouldn’t make improvements in your communication.
I’m going to assume we have all been in a situation where we have received feedback we weren’t happy about. What happened in this situation? How did the giver of the feedback provide the feedback? Proper feedback helps shape individuals by correcting mistakes, recognizes their strengths, and provides objectives that help them grow. Here are some frameworks that can help.
1. Build the communication infrastructure
Starting day one when employees begin, establish the communication infrastructure you’ll use with them. Since they are new to the organization and unsure of the culture, start with twice-weekly communication. Then the next month, it moves to weekly communication. After several months, work toward establishing a regular pattern.
If you are gathering feedback from them about you as a leader, have them complete a form or provide feedback through an HR portal. Realize they will provide more honest feedback as they become more engaged with you as a leader.
2. Share the Why
I’ve seen companies implement processes or make decisions without sharing the why, and it confuses employees. Employees want to understand why something occurs.
Organizations that stick to their True North can easily answer the why question. Referring back to the True North helps employees understand why a decision is made or why a process is changed. Make sure you are constantly communicating your True North with employees to help them understand the why.
3. Teach everyone how to give and receive feedback
Delivering feedback isn’t always easy. It’s important to train employees on the proper way to give feedback. The tone, setting, and words used in providing feedback can add or subtract to employee experience.
The opposite is also true. It’s important to reinforce the company provides feedback because it has a continuous improvement mindset. It’s important after providing feedback to develop an improvement plan together if needed.
4. Lead by example
Employees look to leadership to see what they are doing and how they are behaving and responding. If employees see a good example, they will follow the lead. Realize employees aren’t the only ones who should receive feedback, leaders should too from all levels.
It’s important as a leader you give and receive the feedback well is you want to develop a communication driven culture!
As always, it is an honor to serve you, and I hope that you and your company are getting better every day!
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