Management Success Tip #108: Four Questions to Assure Good Communication Rather Than Just Assume It!

#108 franky242

Image courtesy of franky242 / FreeDigitalPhotos.net

You lay out a goal or project for your team, they are silent, you assume your team members are on board.

Good luck! As Kevin Eikenberry succinctly states:

“When we assume that other people know what we’re thinking, and what we are expecting of them, we do them a real disservice – and end up causing frustration and conflict…Nothing is ever obvious unless you made it obvious by spelling it out.”

Here are some good questions to ask of your employees, to assure good communication rather than assume it.

– “I just want to make sure that I am clear. Would you please tell me what you understood me to say?”

– “I’d like to make sure I said that clearly. Please tell me what you heard?”

– “I’m not sure that I am conveying my idea the best way. What have you heard me say?”

– “I may have said that in a way that does not really communicate what I’m trying to say. ..What message did you hear?”

Change these questions as needed to fit your personal style. It’s not the words that are important, but the idea behind them. The more you make sure that the message you communicated is indeed what is heard by those you speak to, the better for all concerned, as well as the success of your business.

Advertisements

Management Success Tip #45: Craft Emails That Get Action from Your Employees!

Ever wonder why hardly anybody reads the emails you churn out day after day? Why, when you ask “Did you get my email regarding XYZ project,” all you get is a blank stare and a mumbled “Must have gotten caught in my spam folder”?

No, it won’t help to write longer, more explanatory messages. If anything, the longer the email, the less likely it is to get read.

If you want your emails to have impact, follow these guidelines:

1. Keep your message short.

Reduce your email to 3 bullet points. That’s right, 3. You can always elaborate on them later.

2. Put your call to action up front.

Don’t bury your action-call halfway through the email. Make it the first thing your employees see, and make the who, what, when and where of the required action specific and precise.

3. Less is more.

Get your employees used to the importance of reading your emails by sending as few as possible, sending them only when you have something significant to communicate, and sending them only to the individuals who are actually supposed to do something in response.

That’s it! 3 things.