tag:blogger.com,1999:blog-59740533008080214382024-02-20T19:02:01.632-08:00Communication ArticlesNews on Information and Communication as a Qualified Business WorkplaceAnonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.comBlogger15125tag:blogger.com,1999:blog-5974053300808021438.post-81264296148467989752012-04-15T00:40:00.000-07:002012-06-27T00:41:48.404-07:00Staff Communications: 10 Questions You Must Always Ask Employees<div style="text-align: justify;">
Summary<br /><br />Effective staff communications are based on the quality of the questions you ask: not the answers you get. You'll only get useful answers when you ask good questions. Here are some questions that you should always ask and continue to ask.<br /><br />1. What do you think we should do?<br /><br />When an employee seeks your advice or counsel, seek their opinion. They may well know what to do and simply be seeking reinforcement. They may have information that you need. You want them to simply avoid "dumping" their problems in your lap. They may have a brilliant idea that you desperately need but won't discover unless you ask. Asking also reinforces your faith in their judgement.<br /><br />2. What makes you say that?</div>
<a name='more'></a><br /><br />You want to find out what the employee thinks. But you also want to know what's made them form their opinion. Their insights may be based on evaluations that may be unknown to you.<br /><br />3. Are you saying that... ?<br /><br />Paraphrasing is one of the key techniques for effective communication. You should use it all the time because what employees mean and what they say may not be the same. Some employees simply aren't good at expressing their thoughts in words. Paraphrasing is the answer. You repeat in your own words what you think the speaker means. It's a very effective clarification technique.<br /><br />4. What are you trying to achieve?<br /><br />The importance of performance goals and performance standards can't be overstated. Constantly asking this question is a good method of ensuring that employees realize that a results focus is essential.<br /><br />5. How would that affect the business?<br /><br />The purpose of all suggestions is to build a better business. An employee may have what seems to be a truly sensational idea. It's most important that they relate their ideas to their effect on business success. They should keep the "business perspective" in sight at all times.<br /><br />6. How would customers be affected?<br /><br />Pleasing and satisfying customers is at the heart of a sustainable business. Keep customers in mind in all actions. This question helps employees do that.<br /><br />7. If we do what you suggest what are the likely consequences?<br /><br />Some idea or suggestion may seem overwhelmingly attractive. As such the possible consequences may be ignored. You'll discover the negative effects when it's too late to retrieve the situation. Always discuss consequences.<br /><br />8. What do you want me to do?<br /><br />Always ask this question. The employee may not want you to so anything. They may simply be seeking permission to follow a particular course of action. Alternatively they may need your help in a variety of ways. You won't know unless you ask.<br /><br />9. How long has this been going on?<br /><br />This is the title of a George and Ira Gershwin classic song. It's also information you, as manager, need. Is the idea or suggestion new? Is it designed to avoid a new problem or finally resolve an old "burr under the saddle". You need to know so that you can provide your best advice and decide how much attention the issue deserves.<br /><br />10. When will you get back to me?<br /><br />This is the question you're most likely to forget to ask. You have a very fruitful discussion with an individual or team. But a deadline for further action or research is essential for satisfactory resolution. Always ask. And make a note to follow up before the deadline.<br /><br />No "Whys"<br /><br />You may have already noticed that not one of my questions started with the word "Why?" This is deliberate. I know that you've almost certainly been told how important it is. And it is important to know why. But asking questions starting with "Why?" doesn't necessarily get you the information you want. More often than not, asking "Why?" simply elicits opinions and judgements.<br /><br />Use "Whats?" and "Hows?"<br /><br />Questions starting with "What" and "How" elicit information that enables you to deduce reasons without the reasons being muddled by bias and opinion. You find out "what happened" by asking that exactly. You'll discover why something happened only after discovering "What".<br /><br />"Why" isn't a good starting point for fact.<br /><br />The Overall Purpose<br /><br />Asking these questions leads to<br /><br /> Clearer and more specific communication<br /> Employees understanding what you expect from them<br /> Not accepting employee frustrations as your own<br /> Employees thinking through issues before they present them to you<br /> Employees realizing that you want their recommendations from them because that's their job as you see it<br /> The opportunity to discuss issues collaboratively so that the input of both employee and manager is highly valued<br /> You having more time to manage because employees are doing their jobs in full<br /> Development of employees who are confident that you value their input and expect them to contribute effectively to business success.<br /><br />A Final Tip<br /><br />Always confirm. After any discussion with employees always confirm the course of action that's been decided. Be as specific as possible. No "We'll look ats". Say, "I'll write to... Jack will... Mary will... And the group will review the situation by the end of next week. We'll meet again next Monday at 10.00 am here to check progress."<br /><br />Conclusion<br /><br />Keep asking the "right" questions. Ensure that your staff know that you'll continue to ask. When that happens the quality of your staff communications will improve beyond belief.<br /><br /><br />Article Source: Leon Noone<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-24285446750191265412012-04-14T00:36:00.000-07:002012-06-27T00:38:50.885-07:00Business VoIP Phone Systems<div style="text-align: justify;">
Communication is important - it's actually vital to the operation of any good business, which is why various improvements have been made in this regard for a long time now. If you want to ensure that your company is working at the top of its potential, you'll need to invest in a quality communicational infrastructure - and nowadays there are various ways to do that. Phones are great and all, but they have much better counterparts nowadays that can work a lot more efficiently if you're looking for something that won't set you back much.<br /><br />Voice over IP - or VoIP for short - systems are based on Internet connections instead of standard phone lines. This allows them to operate much faster, and, as a result, they can provide a much better quality of the sound in your calls. What's more, it's a lot easier to place conference calls and otherwise talk with several participants at once when you're using a VoIP system, as it makes it very easy to handle a large load of information which would slow down a regular phone network.</div>
<a name='more'></a><br /><br />On the other hand, there's a disadvantage to all this - it may not be the most economically viable option if you require a large number of phones to be connected at the same time, while you want to keep the costs of the server that'll be routing them low enough. Because of this, you should talk to the company that you're planning to use for your VoIP connectivity, and discuss with them how you can ensure that you will be able to fit the VoIP system into your current budget without having to extend it (or at least not too much), and how well you're going to fare in the long run as well.<br /><br />In some cases it might be more appropriate to invest in a slightly more setup, but this can usually result in some great capabilities of the network that you're setting up - for example, you can get a dedicated DSL connection for the purpose of VoIP connectivity, which will allow you to allocate a certain amount of bandwidth for that purpose, and this in turn will ensure that you can place many calls simultaneously without having to worry about the network bogging down.<br /><br />Last but not least, if your company keeps growing all the time, it's never a bad idea to discuss the potential future improvements with the company that's supporting and managing your VoIP system, because you might eventually find yourself in a situation where your current system just can't handle the load that you require for your normal communications, and this can pose a serious problem. It's always best to plan ahead when it comes to expanding a VoIP network, as it can be difficult to make large-scale decisions on the spot. In some cases it might even be impossible to upgrade the system in a short period of time, especially if you've spread out to several buildings or something similar that would complicate the job in terms of logistics.<br /><br /><br />Article Source: Jesse M Nathaniel<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com2tag:blogger.com,1999:blog-5974053300808021438.post-18867244340851794432012-04-13T00:32:00.000-07:002012-06-27T00:33:57.061-07:00Business Telephone Solutions for Financial Institutions<div style="text-align: justify;">
As the manager of a bank or other financial institution, you relay on strong communication and computers to keep information secure and transactions and other operations simple. Even a small-town bank relies upon technology to protect assets and customers, and if you wait too long to consider upgrades to your business equipment you may find future growth a challenge. The installation of advanced systems for your phone system, Internet, and relevant equipment can help your business grow and allow customers to improve communication with you.<br /><br />The components of an optimal business suite for your financial institution should not sound foreign to you. Connecting with a reputable firm specializing in installation and repair of business telephony can help pave the way for improved productivity. Some things that may come recommended to you include:</div>
<a name='more'></a><br /><br />1) Installation of private lines and multi-line phones. This is a no-brainer for a bank, and you think you already have a good system in place. However, as technology in this realm improves you are given options for more features that prove useful in the financial industry. The saying goes that money never sleeps, and if you are out of the office you can still take phone calls coming into work with special call forwarding that patches through to your mobile phone. A system with a simple voice message activation also comes in handy - the less buttons to punch to direct a call, the better.<br /><br />2) Secure solutionr for disaster recovery. You never know when something unexpected will happen. A fire, a bad storm... there's always a chance something can compromise your security. An IT technician can offer you data solutions that protect your bank's information in the event of natural or man-made disaster.<br /><br />3) Audio/Video conferencing. As you work with larger clients, you may find it necessary to communicate more regularly with them. When the principles are not able to meet in the same room, you can use state of the art conferencing equipment to conduct meetings.<br /><br />4) Around the clock support. Like we said, money never sleeps. Therefore, your systems should never go offline. It's good to have support when you need it, even in the middle of the night, which is why it's wise to consult with your IT firm about emergency support. A reputable firm will have alerts set up that contact somebody on the team, who will then make the necessary fixes.<br /><br /><br />Article Source: Kathryn Lively<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com1tag:blogger.com,1999:blog-5974053300808021438.post-16228231372017418482012-04-12T00:27:00.000-07:002012-06-27T00:29:35.561-07:00Translation and Teamwork<div style="text-align: justify;">
Translation was always one of the things I enjoyed doing. I started working as a freelance translator about 4 years ago. During this period, I was able to learn a few things, team work was definitely one of them. Yet, that was not an easy task. First, I had to look for somebody to work with, but when I I finally did and as we started working together, it was a pain trying to meet the deadlines. You would think that the opposite would be true. I agree, but not when dealing with somebody who does not perform their work properly or in a timely manner.<br /><br />Anyway, it took me a lot of time and a lot of patience to find the right people, committed people. This has finally made my life easier. Not having to deal with redoing other people work was a big relief for me. It is important however to have in mind the important steps that made the team work be successful.<br /><br />1. Being in touch at all times.<br />You have to feel like you working in the same office. Don't use email only when dealing with other team members. Exchange your home phone numbers, cell phone numbers, Skype, anything else that can make it easy for the team to constantly be in touch.</div>
<a name='more'></a><br /><br />2. Be smart when dividing the workload.<br />This is team work so when dividing the workload, you need to be sure who can take what. Don't just take the first 10 pages and give the last 10 pages to your colleague. The first 10 pages might be focusing on a field that you are not very good at, which will take you longer to translate. Be sure you briefly go through the document you have before deciding who should take what.<br /><br />3. Make your own deadlines!<br />To meet a client's deadline, you need to make deadlines for your team. Write down the exact dates or exact hours when the translation should be finalized, when the editing and the proofreading should be completed, and finally when the quality assurance should be done. All of this has to be done by the deadline the clients ask for if you want them to come back.<br /><br />4. Create a drop box.<br />You probably know how agitating it is to attach a big file or a number of files to your emails, especially when you wait so long and then get an error. So, make sure you create a drop box. This will make your life easy.<br /><br /><br />Article Source: Fadwa Abida<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-83065574623222240552012-04-11T00:21:00.000-07:002012-06-27T00:22:59.625-07:00The Elephant In the Room/Seven Strategies For Effective Communication At Work<div style="text-align: justify;">
We live in an era marked by rapid economic, technological and social change. Pressure to perform in this very competitive environment routinely takes its tolls on workers and professionals. Stress is a given. In addition to this stress there can be an Elephant In The Room which when not dealt with only magnifies stress and can hamper the effectiveness of an organization. The Elephant In The Room is often the inability to communicate clearly with empathy and respect to a co-worker, partner, associate, secretary, etc. The inability to communicate effectively is causing too many problems for too many businesses and organizations.<br /><br />Many smart professionals are too busy with tasks, deadlines, the job at hand to deal with the issue of fostering effective communication because as an uncomfortable issue it can be set aside to the priority of a report, meeting, surgery, court appearance, deadline,etc. </div>
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But what is the cost of not trying to improve communication and relationships? Too often the avoidance of communication issues result in the very thing that no business wants. Low morale, high attrition, detrimental effects on clients, customers, vendors, and ultimately loss of business and revenue.<br /><br />Here is how poor communication can wreak havoc and lead to a downward spiral. When workers receive information that is poorly communicated, the result can be confusion or misunderstandings which can often lead to mistakes on the job. Mistakes can then affect perception of competency which then effects self-esteem, and can cause blame, projection and conflict.<br /><br />In an atmosphere of low morale, there can be a hesitancy to get clarification or ask questions needed due to apprehension or a concern of how one will be perceived. Written communications, e-mails, etc. can also exacerbate discord or tension when personal relationships are not strong, and words can be perceived as judgmental or attacking. In this kind of environment, it is easier for personality differences to be highlighted and blamed as people may be quick to point the finger when things go wrong.<br /><br />The above scenarios do exist and again the costs of not dealing with them are high. The good news is that there are strategies and techniques that when put into place can turn things around. Here are Seven Strategies For Effective Communication that can make a difference at your firm or organization:<br /><br />1. There should be A Clear Articulation of the Core Values or Mission of the organization to all employees, partners, members, etc. so that this vision is known by all. It has been said that without a vision, the people perish. Vague goals make people feel that they are working in a vacuum without a compass, and can foster a hunkered down mentality that is more about survival than thriving. On the other hand there is nothing like clearly defined goals, vision and values to inspire, motivate and unite people in common purpose.<br /><br />2. A Commitment to Mutual Support and Respect for all members of an organization. That may start with an acknowledgment that what another person brings to the table and their value to the organization is important and a priority. Individuality is also respected. The commitment to respect, civility, support is shown in the way people are treated. It is important to see people as people and not impersonally. Simple acknowledgment in conversation, e-mail, etc. and taking the extra time to make that acknowledgment can go a long way in showing caring and regard for another. This makes people more vested in the places that they work.<br /><br />3. Asking Questions is encouraged so there is barrier-less communication. Answering questions is not viewed as a time waster but serves as a way to clarify a task or job so that time is ultimately saved, and productivity heightened.<br /><br />4. Don't Make Assumptions that another person should think the way you do. Tune into them, Make the effort to get to know them, and then you will know what they need to perform at their best.<br /><br />5. Don't Make Assumptions that a person with a different title is a certain way, and very different from you because of their title. Stereotypes about others are dangerous and can cause separation and the reluctance to want to work closely with another.<br /><br />6. Have a mechanism to deal with disagreements. Too often disagreements can lead to apathy, hostility or a breakdown in civility in a working environment. It is important to address these disagreements directly before they fester and cause damage such as in lowering morale or at worst leading to law suits down the road. Disagreements are part of life and work, and the worst thing to do is ignore them when feelings are hurt or negative perceptions are formed. It is important to initiate conversations to clarify these issues, and do it in a planned and calm way where there can be a focus on the issues. One of the main ways to overcome a potentially negative situation with another is for each person to express perspectives and concerns where they know they will be listened to, respected and not interrupted. Often times people in a disagreement do not listen to one another, but instead talk over each other trying to make their points. A great technique in listening is to repeat or mirror back to the other person what they just said and to ask questions to get further clarity. That kind of validation will go a long way in establishing good will which can motivate people to look at the bigger picture of how to work together. Also if an expectation was not met, or there was a disappointment or misunderstanding, it can be talked about, even diffused or a new solution can arise when an atmosphere of validation and respect is present.<br /><br />7. Invest in Leadership Skills Training and/or Conflict Resolution when there is a loss of how to address communication issues proactively within the organization. A trained coach, facilitator, mediator can make a huge difference by offering an outside perspective that addresses problems directly and empowers members of an organization with the clarity and the skills to re-establish common ground to work effectively with one another.<br /><br />It may come as no surprise that firms and organizations where communication is strong are more resilient and adapt better to changing and demanding times. If your firm is not addressing The Elephant In the Room because of busyness or any other reason, it may be time to acknowledge that elephant instead of giving it a chance to wreak its havoc on your organization.<br /><br /><br />Article Source: Philip Okrend<br /><br /></div>Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-73882612356828581202012-03-15T00:17:00.000-07:002012-06-27T00:18:58.075-07:00Conflict at Work Causes Expensive Disruption<div style="text-align: justify;">
Conflict at home can cause upset and misery. Conflict at work can cause expensive disruption and these hidden costs are underestimated in many organisations.<br /><br />If two people are not working well together, then this will almost certainly have a 'knock-on' effect upon the whole department and, in turn, the entire company. Sometimes conflict is just ignored 'we will just let them get over it'... 'what has it got to do with us, time will sort it out'. Well, time may just NOT just sort it out and situations can easily escalate. What starts out as an aggravation and annoyance can turn into a full blown grievance all too quickly and start to cost the organisation dear, in terms of time and money.<br /><br />The aggrieved individual concerned may feel:</div>
<a name='more'></a><br /><br />• Upset and angry<br />• Feel they have a valid case<br />• Ignored<br />• Not taken seriously<br /><br />When someone is ignored or not taken seriously, this will add fuel to the fire, that much quicker, and the need for a formal process to take place may be needed. This formal process may well take the form of an internal investigation but not all investigations are handled by people with sufficient training and expertise.<br /><br />Boardroom disputes will probably land on the HR Director's desk for resolution, so here are some pointers that may help manage this highly sensitive and challenging situation.<br /><br />Be Objective<br />Neutrality is vital and one must be careful not to take a partisan position. The chances are that you will need to listen carefully to both sides point of view [individually and then together] in order to bring about a satisfactory conclusion.<br /><br />Attentive Listening<br />You need to listen to not only 'what is said' but also to 'what is not being said'. This is called 'the music behind the words'. Not everyone will be comfortable to start talking immediately and may need encouragement and some gentle probing skills to get started, which should take the form of open questions, use of pauses, silence, paraphrasing and reflection. Individuals need to feel that they can vent their anger without fear of retribution or break in confidentiality. One must be careful not to jump to conclusions or have a pre-conceived idea of the situation, prior to the interview. Trust and empathy need to be established so that each individual feels comfortable in speaking without fear.<br /><br />Different Perspective<br />Once trust is established, then it is the role of the mediator to encourage both parties to try and see the situation from the other person's point of view. This is not easy and care and sensitivity will be needed. Looking at what has taken place in the past or previous conversations that have got out of hand, can be useful. When this process starts, some individuals will hopefully begin to see that there may be issues on both sides that need resolving. It is sometimes very useful to 'role play' a particularly upsetting episode from the past and introduce different ways that it could have been better managed.<br /><br />Realistic Expectations<br />It is important to set realistic expectations of what can and cannot be achieved by both parties. Don't set the bar too high in case such expectations cannot be realised. People may think that miracles happen overnight - but unfortunately, they don't!<br /><br />Mediating between both parties<br />Once you have gained the trust and respect of both parties individually, they will hopefully have opened up a new perspective, and then will be the time to bring them both together. The mediator might suggest a prepared, problem-solving approach e.g. coaching, training etc. Helping the individual appreciate the effect that their behaviour is having on their own lives and those of their colleagues can sometimes also help to illuminate the process.<br /><br />In essence, people don't usually like working within a conflict situation and it is certainly not part of the healthy corporate culture to which we aspire. It is also realistic that not all people like each other. But the reality is that they will have to work alongside each other. At the end of the day, the job has to be done and no company wants a costly grievance case on their hands - do they!<br /><br />Key Learning Points <br />• Conflict in the workplace is expensive<br />• Resolution is a process and takes time<br />• Mediation between both parties is important<br /><br />[This article was written by Carole Spiers and originally published by her with Gulf News.]<br /><br />Carole Spiers is a world authority on work stress, a BBC Guest-Broadcaster and author of a new book 'Show Stress Who's Boss!'.<br /><br /><br />Article Source: Carole Spiers<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-82844781904364999302012-03-14T00:13:00.000-07:002012-06-27T00:14:37.820-07:00Motivating Today's Younger Workforce<div style="text-align: justify;">
Part 1 - The Issue<br /><br />People will only change their behaviours and beliefs if there exists a powerful motivator to do so, especially young people. Having trained and coached hundreds of young Post-Grads entering into the corporate world of IT Project Management, I've found that providing them that motivational element that will inspire and drive them in their training can often be the trickiest part.<br /><br />That got me thinking about motivating trainees and younger staff generally, particularly in the corporate business environment, and especially in these financially trying times.<br /><br />Extrinsic motivators such as employee-of-the-month, staff away-days, even bonuses, are all typical workplace motivators which, whilst seemingly effective at the time, are often short-lived, and do not result in overall longer-term changes in behaviour or performance.</div>
<a name='more'></a><br /><br />Sure, some may say that money motivates just fine, right now. But does it? Employers' currently hiring staff are now taking much longer to do so, taking their time to find the right person for the job who will 'fit' with their culture. Likewise, candidates themselves also want to make sure the employers' culture will fit with them, too, for having spent weeks or perhaps months job-hunting, they don't want to be stuck in a job that makes them miserable, having to do it just for the money - that's no life at all. This is especially true of Graduates, who having spent between 3-9 years in full-time education, enter the corporate working world with credentials ranging from a Bachelors to a PhD, only to find it was more satisfying working the weekend job.<br /><br />Intrinsic motivators such as praise, responsibility, company social events etc. provide the more humanistic ingredient, yet still don't quite provide what's needed.<br /><br />Generation Y motivation is about achieving a fine balance between both intrinsic and extrinsic motivators, but the criteria have changed.<br /><br />Young workers, and especially Graduates, are motivated by different things than were the generation before them. They have different expectations - they're global, linked-in with social networking (which they mostly invented, by the way), eLearning, Safari Books, apps, downloads, they have their own language, they're connected in different ways with different social rules - and they're entrepreneurial, with creative new ideas and ways of applying them. Old-style Baby Boomer and Generation X motivation doesn't cut much ice with them.<br /><br />So then, how to provide the elusive motivating factor that will encourage behavioural change, foster commitment, improve performance and team alignment and help to create that oh-so-desired open/transparent communication climate and culture of creativity, especially for the new generation of workers?<br /><br />Well, it's easy... passion!<br /><br />Passion is the trigger that sets off a short sequence of positive events in most people - they become enthused, fired-up, emotionally 'charged', exhibiting positive behaviour in body language and verbal response. You've all seen audiences' responses to passionate speakers such as Obama, Arnold, Tony Robbins, the late Steve Jobs - they all share a passion for what they do and believe in, which has got them to where they are. Having a clear goal to work towards helps, too, but it's their sheer passion that carries them along that road to success, and inspiring others along the way.<br /><br />When this response is triggered, people feel motivated, and in a lot of cases, inspired as well. It's important not to get mixed-up between the two. Motivation is short-term, but inspiration stays the course; I remember reading somewhere that 'a person once inspired, no longer requires motivation', and that certainly bears true of the gentlemen mentioned in the previous paragraph.<br /><br />Generation Y respond greatly to passion in people, especially it seems, from us Gen X'ers and Boomers, who don't tend to exhibit such a trait as often as the younger folks (they do sometimes seem a bit wary at first, as it's unexpected!). Gen Y are our successors, and if we don't show some enthusiasm for our working environment or profession that's provided us with a roof over our heads for the past few decades, then how can we expect them to rush into it jumping for joy?<br /><br />Passion can lead to inspiration, and displayed regularly enough, also provides that extra bit of motivation that helps to see the day through when the going is tough.<br /><br />As trainers, we all know that the 'secret' to training is passion, and over the years I've seen a lot of trainers who exude this (and a few more that don't... ). But passionate trainers aren't in the workplace driving everyday operations along, so the provision of motivation, drive and inspiration must fall to the leaders, and the older, more experienced hands, willing to act as mentors and coaches. It's imperative that they take-up the reins, now more than ever, and bring the passion to the workplace that will inspire today's younger workforce.<br /><br />I can honestly say that in my 30+ years of working life, I've only ever worked for two organisations that came close to having a climate that provided both motivation and inspiration to its workforce in healthy doses; one a small family-owned outfit in the IT supply business back in the early '80's; the atmosphere there made going to work on a Monday morning something to look forward to - every day was a good day. And the other one? Well, that was the British Army...<br /><br />In Part 2, I'll be talking about a bit more about motivation and inspiration to Gen Y'ers, and some useful NLP-based techniques that can be used in the workplace to help it along a bit.<br /><br /><br />Article Source: Rob D Jones<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-75997822080077569862012-03-13T00:05:00.000-07:002012-06-27T00:07:10.213-07:003 Workplace Communication Mistakes Every Woman in Science, Engineering and Technology Should Avoid<div style="text-align: justify;">
One thing I realized very early on in my career in research was that good, no make that excellent, communication skills were a necessity for a woman if she wanted to be taken seriously and get ahead. Back then scientific research was very definitely an 'old boys' playground and it was difficult to get your ideas heard or be taken seriously. In fact during my interview for my first full time job on returning to Canada my future boss said that, in his opinion, all women should stay at home and tied, barefoot and pregnant, to the kitchen sink. Needless to say that did not sit well with me and to this day I remain somewhat surprised I got the job after the response I fired back at him (fortunately there were two others on the interview committee).<br /><br />So I went in to that job with the knowledge that there were still some somewhat antiquated ideas floating around the workplace. Luckily I had taken a communications course in university that had started me on a lifelong exploration of how people communicate and interact with each other, which has proven to be enormously useful throughout my career, not just in my first job. </div>
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The ability to make ones' points, be taken seriously and gain support for them is a skill that can be learned, along with many other communication based skills. Unfortunately many still do not recognize how important communication skills are to ones ability to influence and have an impact in the workplace, especially if you're a woman and find it difficult to be taken seriously.<br /><br />A major problem faced by many women in a male dominated workplace is that what we say may be perceived differently by men than what we intended. Three such mistakes in communication that women seem more prone to making than men are: using a question to introduce and idea instead of a statement; using words that minimize their achievements, and apologizing when it absolutely isn't necessary.<br /><br />The first mistake, using a question instead of a statement, is often used by women who don't want to come across as too pushy or arrogant, so they express their ideas as questions. I understand this one well as I know I used to use it. Questions, however, are for when you need more information, such as 'do they need the inspection completed before the end of the month to meet their construction time lines?' Asking 'wouldn't it be a good idea to keep some time available this month for last minute requests for inspections?' when you really think it would be a good idea given past experience means you are turning control of the outcome, and ownership of the idea, over to someone else, usually a man, which results in less visibility for you and weakens your opportunities to be taken seriously.<br /><br />In the future when you find yourself about to ask a question - stop and ask yourself - are you really after more information or clarification of someone's opinion, or are you trying to not come across as too pushy with your ideas? If it is really your opinion, then express it as such, and if it would make you feel more comfortable, you can always soften the statement's directness by asking them what their thoughts are on it afterwards.<br /><br />A second communication mistake often made by women is to use words and phrases like "just, only, really nothing, got lucky, anybody could have done it" that minimize their efforts. Words and phrases such as these downplay your achievements and reduce your opportunities to increase your credibility and are usually taken at face value by your male colleagues (which may explain why they tend not to use them). If you're at all like me it probably stems from being quietly told as a young child that it wasn't nice to brag or be boastful, especially in front of your elders (read 'superiors' here for later in life!). It seems that women more than men may have received this admonishment, which may account for the fact that this communication faux pas is more prevalent for women than men (although not unheard of with men).<br /><br />So the next time someone compliments you on a job well done or admires your work, don't respond with "oh, it was nothing really". Instead say "Thank you, I'm quite happy with the way it turned out as well.". And if that still feels too much like boasting for you to be comfortable with, you can always share the credit with people who helped you develop your skills and abilities along the way, sort of like accepting an Academy Award (just don't turn it into a long drawn out speech!).<br /><br />The third mistake I mentioned happens far to often, apologizing when it isn't necessary. I've had women tell me that they know they didn't do anything wrong but they apologized anyway to avoid a confrontation. While this is noble of them it weakens their position and allows others to shirk their responsibility for what happened. Saying "I'm sorry we missed the deadline for the monthly summary report" when it was because your colleague failed to provide the necessary information to complete it lets him off the hook for his tardiness. Worse, it may even put you in a bad light if he repeats your apology to your superiors in a way that puts responsibility for the missed deadline squarely on your shoulders, as in "Jane says she's sorry the report was late this month".<br /><br />If you find yourself about to apologize for something, pause first and make sure it requires an apology. If you have made a mistake that requires an apology, make it and then take action to correct the problem. In the example above, instead of apologizing turn it into a problem solving forum, identify bottlenecks and ask "what can we do to ensure it doesn't happen again?". This will help you gain a reputation as someone who is not only responsible for their own actions but also helps others solve their problems.<br /><br />It's tough enough for women to gain recognithon and be successful in male dominated cultures, such as found in the majority of science, engineering, technology and trade industries, however eliminating these three workplace communication mistakes and becoming a stellar communicator can go a long way in helping them, and you, move forward with confidence and ease.<br /><br />As Canada's preeminent Thrive Synergist Karen works with women in the science, engineering and technology sectors who struggle with being heard and gaining recognition, grapple with doubts about their ability to have an impact and make a positive difference all while dealing with the overwhelm and stress of combining work, family and personal time for a satisfying, fulfilling life. She helps them integrate work, family and personal time so they can live life fully, with no regrets.. Working with Karen clients learn to lead their lives with confidence and ease, experiencing increased influence and impact with less stress while enjoying a fulfilling life, truly thriving everyday in every way<br /><br /><br />Article Source: Karen Switzer Howse<br /><br /></div>Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com1tag:blogger.com,1999:blog-5974053300808021438.post-48216624064848751342012-03-12T00:09:00.000-07:002012-06-27T00:11:10.805-07:00Workplace Communication: Avoid Communication Blunders in a Multicultural Workplace<div style="text-align: justify;">
The multi-cultural workplace is here to stay. For many workplaces, miscommunication because of cultural differences is quite common and, as you can imagine, leads to hurt feelings and uncomfortable employee relationships. That's why workplace leaders need to train employees to use effective communication in a multicultural workplace.<br /><br />Obviously, better workplace communication can provide for more employee job satisfaction in general, but it's even more important when there's a mix of cultures.<br /><br />Avoid Making Cultural Communication Blunders<br /><br />In order to avoid making a cultural communication blunder it is very important for your staff to understand the customs of the different cultures represented in your workplace.</div>
<a name='more'></a><br /><br /> Anna is her team's leader. She is giving evaluations and feedback to coworkers at a meeting. When she reaches Jin, a Japanese coworker, and offers some criticisms and helpful suggestions, Jin appears upset. "What did I do?," wonders Anna. "Did I say something wrong?"<br /><br />Anna didn't realize that it is serious breach of etiquette in Japan to criticize someone directly in public. While Anna was a team coworker, it is even true when the relationship is superior-subordinate.<br /><br /><br /> Anna decides to approach Jin about the meeting and ask if she did something wrong or offended her. Jin was appreciative and explained that in her culture, it is not acceptable to criticize someone in public.<br /><br /> Anna apologizes to her and adds that she would like to learn more about her culture so she can communicate more effectively. They decide to ask their supervisor to plan a training session where employees can share information about their cultures.<br /><br />How to Help Multi-cultural Employees Get Along Better<br /><br />Provide opportunities for your staff to:<br /><br /> Talk about each others' cultures. Ask each other about helpful in communication tips.<br /> Share information about each other's cultural celebrations.<br /> Bring in ethnic food and share recipes<br /><br />Two other cultural differences that affect workplace communication.<br /><br /> What one culture considers ambitious and industrious is seen by some cultures as self-serving<br /> While one culture values a confident and direct approach, some cultures view it as arrogant.<br /><br />Everyone is Also an Individual<br /><br />It is good to remind employees that even individuals within a particular culture are unique because of gender, age, occupation, education, life experiences, etc. That's why it's important for all employees who work together to get to know each other, personally.<br /><br />If you and your staff can understand each other's customs, and understand each other as individuals as well, it will open up a new world of communication for all of you, and lead to significant improvement in teamwork and employee satisfaction.<br /><br />Visit http://www.confidencecenter.com/leadership to get instant access to our free Leadership Quiz.<br /><br />Discover how effective are you as a supervisor or manager in the essential workplace leadership skills. The results - improved employee motivation, attitudes, skills, and productivity.<br /><br /><br />Article Source: Harriet Meyerson<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-43758032033938662362012-03-11T00:00:00.000-08:002012-06-27T00:02:35.958-07:00Employee Engagement: Begin With the Basics to Boost Job Productivity<div style="text-align: justify;">
Employee engagement is an imperative part of gaining a productive team of individuals and achieving further organizational success. Numerous approaches are available for encouraging a staff to strive harder toward accomplishing organizational goals. The Herrmann Brain Dominance Instrument or HBDI is a system companies are using to measure the preferences of their personnel. It was created by William "Ned" Herrmann at a time when he was performing management education at one of General Electric's facilities. This system is now used to identify, measure, and define how people reason in regards to brain dominance. The HBDI or Brain Dominance Model involves the identification of four specific intellectual modes:<br />
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Interpersonal<br />
Imaginative</div>
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An analytical thinker is someone who is logical, critical, and technical whereas a sequential thinker is a person who is organized, complex, and plans everything out. Interpersonal varieties are highly emotional, spiritual, and look for deep meaning within things. Imaginative thinkers bring visualizing capabilities to the table and contemplate things on an intuitive or conceptual level. The combination of these four dominant modes sometimes poses difficulty in a work environment. HBDI training is used to identify each staff member's mode to enhance productivity, improve company relationships, and engage individuals to perform better.<br />
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How Does HBDI Training Help Staff Members Excel?<br />
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The Hermann Brain Dominance Instrument (HBDI) is essentially a test consisting of approximately one-hundred twenty questions. How a person answers these questions provides the information necessary for determining their dominant mode. Some people have on prevalent mode while others have a combination of styles. For example, a person can be both analytical and sequential, but have a much weaker presence of interpersonal or imaginative skills. Every person uses each of these styles; however, the degree of their presence varies. HBDI training in the form of books, games, coaching, or specialized programs is performed based on the findings of this evaluation. Employee engagement proves to be increasingly difficult when each person's intellectual style is not understood. HBDI assessments provide insight as to what tactics are necessary to motivate or encourage staff members to excel in a direction that benefits a company.<br />
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The modes of thinking identified in HBDI training generates awareness of what an individual enjoys and their strong points. An analytical thinker loves their job when they are performing fact-based or logical activities whereas another staff member would gain increased satisfaction from a differently oriented set of tasks. These assessments not only help a company make better use of particular skills, but are also a good way to determine if someone is in the right position. A position change can produce amazing results regarding individual or team productivity, and presenting interesting tasks allows for enhanced employee engagement.<br />
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An HBDI evaluation assists with the identification of each person's style of thinking. The results are used to select tools for engagement or to change responsibilities in certain scenarios. Knowing how an employee approaches their work responsibilities offers the opportunity for productive strategic changes within a company. Companies struggling with conflicting personalities, non-motivated members, or lack of job satisfaction have this tool available when wanting to make internal improvements.<br />
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Article Source: Carlotta Jones<br />
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<br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-76357658345831092292012-03-10T23:56:00.000-08:002012-06-26T23:58:07.013-07:00Executive Consulting: An Available Organizational Tool for Increasing Worker Efficiency<div style="text-align: justify;">
The challenges brought on by hard economic times are easily felt throughout an organization. Staff members show decreased motivation as companies make difficult decisions to lay off employees, cut benefits, and alter management levels. How can a business keep personnel engaged to meet organization goals with these occurrences taking place? A large portion of morale, job satisfaction, and engagement comes directly from each individual's existing relationship with higher level executives. Executive consulting focuses on developing connections based on trust and encouragement. Organizations dealing with this problem have three basic questions to answer:<br /><br /> What must be done to keep individuals or teams focused on reaching business strategies?<br /> How can personnel be assisted with adapting to stressful changes?<br /> What approaches will encourage individuals to work toward maximizing the bottom line?</div>
<a name='more'></a><br /><br />An effective management team has the capability of eliminating these concerns by making solid decisions, using their communication abilities, and properly engaging their workforce. The first step in improving employee engagement is to evaluate what has gone wrong or is lacking in the relationships between staff members and their superiors.<br /><br />Improving Employee Engagement by Generating Productive Leader-to-Staff Relationships<br /><br />The actions of supervisors contribute to how driven employees are toward achieving success. A business must closely examine the actions of top leaders to begin improving employee engagement among all levels of personnel. Every company should first understand what role a leader has in motivating employees. These items must be in place for personnel to remain involved with the goals of a business:<br /><br /> Consistent Communication<br /> Repetition of Simple Messages<br /> Continuous Information Regarding the Company<br /> Focus on Organizational Priorities<br /> Solid Connection Between Goals and Individual Responsibilities<br /> Recognition Programs<br /> Practice of Active Listening<br /> Promotion of Desired Behaviors Through the Actions of Leaders<br /><br />The above practices allow individuals to be aware of how their job will assist in reaching set goals. A continued focus on these items encourages long term performance benefits by making staff members feel like they are contributing to company success. Not every leader is well versed or gifted in areas such as effective communication, acceptable behaviors, recognition, and additional aspects necessary for this personnel productivity shift. Executive consulting is used to provide supervisors with helpful knowledge for making alterations on their side of this relationship.<br /><br />Professionals offering consulting services recommend these steps for improving employee engagement:<br /><br /> Message Simplicity<br /> Use of Repetition<br /> Line of Sight Establishment<br /> Development of a Human Connection<br /> Creation of Productive Dialogues<br /> Lead by Example<br /><br />A variety of factors cause individuals to become disengaged from their daily responsibilities. Job stress, family life, financial complications, lack of sleep, and a number of additional conditions quickly reduce the productivity of a single person or an entire team. While not every degree of apathy is avoidable, companies have several options for improving the attitude and initiative of their personnel. A change in management tactics or company practices has the ability to make a noticeable difference on the degree of involvement seen within an organization. Executive consulting is an option for businesses having difficulty determining the most advantageous improvement possibilities in these scenarios.<br /><br /><br />Article Source: Carlotta Jones<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-80720845811083326432012-03-09T23:52:00.000-08:002012-06-26T23:54:31.472-07:00The HBDI Assessment Evaluation Model Is Important to an Organization<div style="text-align: justify;">
Employee morale and job satisfaction are two areas companies sometimes have difficulty managing. These areas, while important, get lost in the shuffle of everyday responsibilities geared toward future organizational achievement. A few rewards can significantly improve these aspects of a work environment over a short interval of time, but the struggle surfaces as a continuous circle of vicissitudes prevail. How an employee thinks plays a big role as to whether or not they enjoy their job. Lack of satisfaction decreases morale, which in turn reduces staff productivity. An understanding of what drives a person to do more is an effective approach to breaking the cycle.<br /><br />The Herrmann Brain Dominance Instrument (HBDI) is a tool that was developed toward the end of the 1970's. </div>
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An HBDI assessment separates the brain into four distinct sections: analytical, sequential, interpersonal, and intuitive. Each quadrant helps in identifying the intellectual pattern of individuals and what activities offer the most satisfaction. The information gained from this extensive question-oriented assessment is used to find methods for improving employee engagement.<br /><br />Improving Employee Engagement: Delegating Tasks to the Right People Should be a Priority<br /><br />An understanding of the four styles of thinking is beneficial in job placement, staff delegation, and team generation. In some instances, a group of analytical individuals is necessary to reach decisions whereas alternative tasks are better suited with a combination of both sequential and intuitive thinkers. The right combination delivers excellent results when improving employee engagement is the overall goal. Every defined brain quadrant is best suited for certain activities performed in the world of business or life in general. An understanding of personal preferences is useful in making professional decisions.<br /><br />On the organizational spectrum, this information allows a company to match an individual's talents to specific needs. Proper ability matching is important in team environments where everyone must work together to achieve a set objective. An HBDI assessment helps in selecting the appropriate mix of thinkers for greater productivity. It is used to identify various strengths and weakness among teams, departments, and on an organizational level.<br /><br />A close alignment between company objectives, individual preferences, and delegated work creates a better environment for improving employee engagement. Productivity complications typically arise when the thinking preferences of staff members are not matched appropriately to the mental requirements of their current position. Organizations taking the time to identify mental preferences have the ability to provide each employee with the opportunity to excel in their position and foster improved job satisfaction. The same applies to team environments where a group of staff members must equally bring something to the table in order to make pertinent decisions.<br /><br />Misalignment of thinking skills causes one or two people to be dominant while others do not get to apply their most lucrative skills. This scenario leads to passive or aggressive behaviors that debilitate the productivity of a team. An HBDI assessment helps an organization gain enhanced productivity by supplying the information necessary to receive the full potential of individual staff members or teams. This in turn causes every employee to have increased job satisfaction and creates a positive work environment.<br /><br /><br />Article Source: Carlotta Jones<br /><br /></div>Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-91576889177949947072012-03-08T23:49:00.000-08:002012-06-26T23:50:58.915-07:00Employee Engagement: Why Is Professional Advice a Good Option?<div style="text-align: justify;">
Employee engagement is a concept discussed frequently in regards to management practices. An individual is considered to be engaged when they are completely involved with and passionate about their responsibilities. Employees with this attitude go the extra mile to work toward organizational objectives in an effort to enhance both individual and business attainment. This attitude is a direct reflection of each individual's dedication to the future of the business supplying them with an employment opportunity. An engaged workforce leads to increased retention and boosted productivity within a company. These specific items determine the extent of involvement seen among business personnel: emotional attachment, participation, and commitment.<br /><br />Staff members who are emotionally attached to their job have a greater level of engagement. This attachment comes from an individual seeing their responsibilities as having a direct impact on company outcomes or product quality. </div>
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Programs, practices, and policies supporting employee involvement generate a more productive workforce. Organizations offering these programs see increases in positive attitudes, overall commitment, and job satisfaction. These two work environment factors foster the commitment a company needs to move ahead of their competition. Organizations lacking in these areas quite often use executive consulting to receive tips and information for instilling changes throughout higher level management.<br /><br />What are the Benefits of Executive Consulting?<br /><br />Consulting services are designed to help high level executives enhance their own performance in order to help a company achieve increased success. Executive consulting involves the observation of behaviors in conjunction with current practices to determine where improvements can be made. Experts offering this assistance typically have a degree and a certain level of business experience. Their opinions are highly regarded among corporations in need of outside help. The addition of an external outlook on a situation is one of the most important benefits delivered by this service. Organizations seeking to gain better employee engagement have the option of hiring a professional firm or individual expert to receive advanced knowledge for developing an effective approach.<br /><br />Leadership attitudes change as an executive has held their position for an extended period of time. Personnel operating under their direct management tend to agree with their decisions rather than offer an alternative view. This environment causes leaders to become comfortable with their position and too set in their ways. The executive consulting process delivers an objective opinion to how things get done within a company.<br /><br />Professionals are capable of identifying harmful mistakes, stating disagreements, delivering alternatives, and making an executive aware of productive strategies. They help a leader or group of managers become increasingly effective by supplying the techniques or ideas necessary to complete required changes. These particular skills are essential for hiring an employee engagement professional:<br /><br /> Honesty<br /> Good Work Ethic<br /> Diligence<br /> Superb Listening Skills<br /> Ability to Teach<br /> A Degree<br /> Sufficient Personal Experience<br /> Solid Business History<br /><br />An inexperienced firm or someone who sugarcoats the facts will not provide the extensive benefits of a seasoned professional. It is important to perform background research before acquiring assistance. A qualified professional has the ability to completely transform the attitudes seen within a company. Finding the best choice is the first step any organization should take when desiring dependable results.<br /><br /><br />Article Source: Carlotta Jones<br /><br /></div>Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-83328958915639673652012-03-07T23:45:00.000-08:002012-06-26T23:47:26.336-07:00Personal Impact: What Is the Secret?<div style="text-align: justify;">
Some people seem to just have it. The mystery ingredient that gets them results, even when their technical skills or subject matter expertise are no more than average. This enables them to keep a team on side through tough times, and get a job done.<br /><br />There's nothing more frustrating than feeling you should be making better progress and not being able to see what's holding you back. You may come up with all sorts of possible explanations: The boss does not give me a chance. My team are un-supportive. Colleagues don't involve me fully. But are these causes - or merely symptoms?<br /><br />You should consider the way you interact with others and see if there is any way in which you can improve how you are interacting with your colleagues and superiors. Maybe you can improve the way in which you are seen within your workplace by adopting a more positive attitude towards the work itself. Rather than moaning about things that are getting you annoyed at work you should come up with suggestions to improve things.</div>
<a name='more'></a><br /><br />To really diagnose what is going on, it's worth looking rather closer to home. The workplace is a complex social environment, where success almost invariably depends on the way you interact with other people. And that means you can quickly improve your own personal effectiveness simply by understanding more about how you yourself manage those interactions.<br /><br />Take a few examples.<br />• If a colleague asks probing questions about a proposal you make, do you become defensive because you feel your competence is being challenged or do you respond positively, on the assumption the person is asking because they are keen on the idea and want to make sure it's workable?<br />• When speaking with colleagues, do you tend to be a talker, who already has the end in sight or a listener, open to new ways of seeing things?<br />• In conversations, do you find it hard to get others to take what you say on board or do you think ahead about how they might react and find effective ways to reach agreement?<br /><br />What's Dictating How You Respond?<br />What we actually see and hear is only a small part of what's really going on when you interact with others. The greater part comes from what's already in your head, from the beliefs you hold and the assumptions you make. These dictate how you see the world, and how you see others, and can distort reality to an extent that creates real obstacles to progress. If you find big disconnects between what you want out of interactions and what you get, that's a strong sign of distortion at work.<br /><br />Take Action to Change<br />The good news is that it's not hard to change these thought patterns, if you are prepared for a little reflection and focused thinking. Our short Individual Effectiveness guides cover key strategies to help you do just that. Put these simple ideas into practice, and your personal effectiveness will increase, so you can better influence others and get to where you want to be.<br /><br />And the Secret of Personal Impact?<br />Simply to know there is no secret. Because to assume there is a mystery ingredient others have that you do not is to create a distorted thought pattern that stops you making progress. Only once you believe you can learn to improve your own effectiveness can you take positive steps to do so.<br /><br /><br />Article Source: Mike Knudsen<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0tag:blogger.com,1999:blog-5974053300808021438.post-82336750430449704222012-03-06T09:08:00.000-08:002012-06-26T09:10:43.759-07:00Investment in Internal Communication<div style="text-align: justify;">
Research has revealed that over the past decade, there has been a considerable increase in investments on internal communication. Companies have always wanted more and more of it. With a great concern, it has been realized that these companies have not yet met their expectations on what they invested.<br /><br />It has also been realized that there is still a lot to be covered for internal communication abbreviated IC but all is not lost since the future looks bright. There are plenty of areas to be covered like for example, the concept, raising standards, building understanding and appreciation in the board room and getting the right talent.<br /><br />This article seeks to center on obstacles that lead to digression to progress. These are factors that have led to companies still spending much and achieving less. If properly taken care of, there would be an improvement in</div>
<a name='more'></a><br /><br />Noise and clutter<br /><br />These are the two most powerful obstacles leading to in effective communication, be it internal or external. Noise increases incoherence due to badly coordinated messages channeled to employees. This comes mainly from functional leaders and others not following the proper chain of command. This results to shambles.<br /><br />Negligence<br /><br />Internal communication has always been put aside in favor of public relations or external communication. There are few protocols and procedures concerned with internal communications when you compare it to other cooperate units. Since it is decentralized, the leaders cannot rest assured that there is effective communication flowing through the organization and when a crisis occurs, there will be the ability of communication flowing fast and consistently.<br /><br />Employee's place in gaining audience<br /><br />The people who bring finances and attention to the organization, (for example investors and the media) are given a higher priority as compared to the people actually running the organization. Internal communication comes one step behind external communication.<br /><br />Inspiration<br /><br />To get to higher heights in an organization, there needs to be a person in charge of internal communication who has the experience and drive to get things done. This someone has to virtually see if IC exists in the organization and calls the shots if he or she sees a discrepancy. This person has to act on his or her words and push for IC within the organization.<br /><br />Lack of professionals<br /><br />Although companies have realized the need to hire people who can take over IC, there is a severe shortage in professionals attached to this field. The few people who have the knowledge are retired or in the process of enrolling to receive their pensions.<br /><br />So, what needs to be done in order to improve IC? Well, this narrows down to only one principal. The organization should focus on getting the right people to do their right kind of roles, train and nurture talents, get someone to serve as an inspiration and most of all, get the right amount of attention from your employer.<br /><br /><br />Article Source: Abel G Nyarangi<br /><br /><br />Anonymoushttp://www.blogger.com/profile/03669682069012028547noreply@blogger.com0