Communication Shelf©

Group Communication: Continually Challengingtelephone-450831_640-300x300.jpg-300x300Effective communication in a group setting requires other-directed thinking by both the group leader and its members. What’s that mean? Well, leaders being aware of how their words and actions are likely being received, and by a group’s members providing continuing feedback. Neither are particularly easy disciplines to apply and retain. Attentiveness varies depending on situations and stresses.

A leader may go into a situation thinking, “I want to create a community here,” and then be diverted from that worthy aim by a puzzling response. What’s needed is continuing awareness by both the leader and the group of how well they’re functioning and to change course as advisable. Pick up the phone, or stop one another in the hallway. Good communication doesn’t simply happen. Value listening and respond accordingly. 


A Manager’s Needs

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Good organizational communication, says Andre Lavoie on Entrepreneur, requires effective executive leadership, and that’s not always easy to foster or find.  “…One of the biggest issues in workplaces today continues to be engagement. A July 2016 Gallup survey found that nearly 32 percent of the 1,500 employees surveyed said they felt engaged in their work, a mere 4 percent increase since a previous survey in December 2013.”

What to do? “Clearly, then, companies should focus on how they select their managers, because they apparently tend to choose the wrong person 80 percent of the time, according to Gallup. But, what makes a good manager? Effective managers focus on their employees’ strengths, and when they do that, engagement shoots up to 67 percent.

It all has to do, Lavoie adds, with finding the best sources of talent, aligning candidates with goals and testing for a candidate’s skills.


Possibilities Expressed In a Chart(s)

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Eric Douglas on Business 2 Community starts getting specific on communication styles that are expressed in both positive and negative ways. We already realize that one mode definitely doesn’t fit all, right?

Each of the four styles listed – Director, Expresser, Thinker and Harmonizer – has both positive and negative attributes/possibilities.   Douglas presents them in conjunction with a

Circle of Assumptions that, again, illustrates the continuing challenge of organizational communication. It needs to be pursued carefully, diligently and in a tolerant, understanding manner.

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Finally (For Now), Be ‘Brief’

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There’s a slender book by Joseph McCormack entitled, simply, Brief, as in “be brief”.  That’s usually a desirable aim in a world increasingly flooded by information. But along with input should come understanding, and promoting the latter – our ultimate aim – may well take longer in some instances or settings than others. By no means does community occur automatically, even if your determined to promote it. Determination isn’t always coupled with patience, and  good communication requires both.

But definitely, check out McCormack’s book.  You can get two free chapters by providing your name and email address (if you care to) here. We’re flooded with information these days, and McCormack evidently is motivated to help with that. His subtitle is “Make a bigger impact by saying less.”