Good Managers Are Great Communicators

a cartoon with all employees wearing baseball caps as a sports metaphor for Good Managers Are Great Communicators

Good Managers Are Great Communicators
Managers, listen up.  Good managers are great communicators.  A lot of what makes a good manager is the ability to communicate well.

Clarity, Relevance, and Purpose
The best managers know how to really listen and how to communicate with both power and empathy.  It’s not a matter of adhering to one method as in the cartoon above; but rather, good managers are great communicators because they communicate with clarity, relevance and purpose.  Do your managers have what it takes?

The Basics of Effective Communication as a Manager
Both written and verbal messages should adhere to the same basics.  They should have a purpose, consider the recipient(s)…their style and their situation, and have a desired outcome.  In effect, every communication should bring about some kind of desired change or action.

Manager Communications Should Matter
Be thoughtful of what you say to your team members.  Don’t waste their time (and yours) with meaningless chatter or emails.  Try to have each and every conversation, email, announcement, blog post or video be designed to motivate change or help employees do their job more effectively.

Manager Communications Are Challenging
While most managers agree that good communication is paramount to successfully leading their teams, a recent survey conducted by Harris Poll found:

  • 69% of managers are uncomfortable communicating with employees
  • 37% of managers are uncomfortable giving direct and constructive employee performance feedback

Four Essentials of Meaningful Messages To Help Managers be Great Communicators

To craft a message that has meaning and influence, managers must:

1. Articulate a Clear and Compelling Purpose
Know specifically what they want recipients to know or do as a result of the communication and why it is relevant.

2. Paint a Clear and Believable Picture
Envision clearly what, once achieved, the desired result will look like to those most affected.

3. Describe an Implementable and Actionable Plan
Understand exactly what it will take to shift from the existing situation to the desired goal in a way that makes sense for your unique situation and culture.

4. Define the Part You Want Everyone to Play
Describe the specific part they want each listener to play so that their goal, role, success metrics and contribution are clear, meaningful, and relevant to the overall purpose.

Clear Communication Is Easier than It Sounds
I know…you are wondering if, as a new or inexperienced manager, you’ll be able to communicate at all if you need to think about so much beforehand.  But it’s easier than it sounds.  Within every conversation or email, there is an opportunity to be a great communicator if you invest the time to do it right.  We know you are busy, but just think about all the wasted time that poor communication causes.

The Cost of Poor Communication
Companies and leaders with bad communication habits can create significant and unnecessary costs to their organizations.

  • David Grossman reported in “The Cost of Poor Communications” that a survey of 400 companies with 100,000 employees each cited an average loss per company of $62.4 million per year because of inadequate communication to and between employees.
  • Debra Hamilton asserted, in her article “Top Ten Email Blunders that Cost Companies Money,” that miscommunication costs even smaller companies of 100 employees an average of $420,000 per year.

The Bottom Line
Your communications as a manager matter to your team and your company.  Good managers are great communicators.  Be sure each communication thoughtfully moves you and your team forward in the right direction.

To learn more about improving communication skills as a manger, download 7 Tips To Increase Communication Through Engagement

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The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

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Business Development Manager

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

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VP of Human Resources

Cutera

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

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Kim Silva, CFO

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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Vice President Human Resources

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

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Director of Human Resources

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

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Vice President of Human Resources

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Hyperion

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Kristin Westland-Kaune
Director, Team Development

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