Before You Start Talking – Think

Uncertainty — market uncertainty, regulatory uncertainty — can adversely affect the success and growth of a company. But there’s another kind of uncertainty that takes a big toll on performance: the lack of certainty that exists within a company.

More than ever before, people at all levels of an organization need to understand the strategic aims that their leaders are pursuing. Equally important, they need to have a firm grasp of how their own work relates to those aims. No longer is it enough for employees just to “do their jobs.” And no longer is it enough for executives simply to issue orders. Instead, leaders must explain to their people the strategy — the sense of organizational direction — that underlies every operational directive. If your employees aren’t sure about where you stand, or about where your company is heading, then their uncertainty will hinder their ability to help move the company forward.

People within organizations enjoy a lower degree of strategic awareness than you might think; in any case, their level of strategic awareness is lower than it should be. A couple of months ago, we surveyed several dozen participants in an Executive Education program at Harvard Business School. (The program in question, Driving Performance Through Talent Management, gathers executives from every part of the globe, and from companies large and small.) The vast majority of these organizational leaders said that it was “not true” (30 percent) or only “somewhat true” (38 percent) that “employees at every level understand, and are able to discuss, the big-picture strategy” of their company.

Again and again in our research, we’ve observed variations on that finding. In 2007, for example, we surveyed roughly 1,000 employees at Fortune 500 companies about issues related to motivation and engagement. In that survey, we asked respondents to rate the degree to which their “manager communicates a clear strategic direction” to them, and the average score for that question was notably lower than the score for many other questions that we posed. (This survey took place before the 2008 financial crisis, and thus before the current moment of “uncertainty.” Clearly, the kind of uncertainty that bedevils organizations internally is a longstanding problem.)

To raise the level of strategic understanding within their company, leaders must learn to be intentional about the way that they communicate with employees. In other words, they must work to align what they say — and how they talk — with a clear pattern of strategic intent. The practice of communicating with intentionality is one element of a new leadership model that we call organizational conversation. In the more traditional model, leaders treat employee communication as a matter that’s essentially distinct from company strategy. Intentional leaders, by contrast, put a premium on integrating those two components of leadership responsibility.

Here are four ideas that will help you become a more intentional leader.

Read the rest of Before You Start Talking here.
Download PDF

Tags: , , , ,

| What is MyVisionRoom? > | Back to Communication >

ABOUT THE AUTHOR

Boris Groysberg

See more articles by >

COMMENTS

What say you? Leave a comment!

Recent Comments
I'm lost, to say the least! As a new pastor, taking over a newly started church I have read just about everything there is to learn what I can do to grow the church. I truly beleive that those attending our church are friendly and sincere. So that can't be the issue. I have read all the comments to this article and I feel that most churches will never have a fair chance! We are a VERY small church, so we don't have a children's church (yet). So if a family comes and gets upset that we don't have a children's church for them to put their children into, we lose! We do provide things for their kids to do during the service and even have an option for their kids to be in a different room, if they don't want their kids to sit with them. We are also such a small church that we don't have a worship team/band/etc. Our worship music comes from music videos. The congregation we do have likes it this way, but of course we would love to have a worhsip team. So, if someone comes to our church and is upset that we don't have live music, we lose! The point I am trying to make is that when people come in with preconceived ideas of what a church should be like, they will never find a church home, unless they find a church who's goal is to entertain! Every Sunday our message comes from the Bible, so that can't be a complaint for someone, so instead, people leave the church and never come back because they want more from a church: they don't want friendly people who are following the Word of God; they want a church that give them something (a babysitter for their kid, entertainment, free gifts, etc.) I'm sorry if sound cynical, I truly want everyone to hear the Good News and learn about Christ's love, but if they come in looking for something else, then the church will always lose!
 
— JAG
 
Reminds me Tony Morgan's classic post entitle “What If Target Operated Like A Church?” I wrote about this in a blog post "Is Your Church Like Target…or More Like A Mall?" https://goo.gl/2qQIy3
 
— bruceherwig
 
Challenging and very good
 
— John Gilbank
 

Clarity Process

Three effective ways to start moving toward clarity right now.