How do I better train and increase communication amongst our management?
I am running a company and we manufacture flameproof electrical products. I am facing problems due to a lack of proper management and communication between management personnel. How do I better train and increase communication amongst our management team?
There's an easy solution, Hardik. Has your team ever used The Five Behaviors of a Cohesive Team: https://drive.google.com/file/d/0BzOUV7-yE_uBODFuQWVqeWphS2czelkyZWhhekcyY3VXOHVr/view?usp=sharing
Everything DiSC: https://drive.google.com/file/d/0BzOUV7-yE_uBTWhsMWJBeWNYRWs/view?usp=sharing ?
If this seems like something of interest, please contact me for further details. I'd love to help out.
I work with teams and leaders to build performance. Your challenge is not unusual! Here are my top 5 steps.
1. Make sure that everyone understands the vision of the organization so that the team has a common purpose to fall back on. You should all be rowing in the same direction. Make sure everyone understands how everyone else contributes to that vision, and where the cross over and touch points are , and need to be.
2. Get the team together and start working with the team ON the team (not on tasks). They need to have relationships with each other to support an increase in collaboration and information sharing. (You can check out some of my resources to help with this). If they are your main management team, you may wish to have someone external come in and help you form a high performing team.
3. Set up a regular management forum to discuss joint issues. Set ground rules for the meeting and make sure that you chair the meeting so that you can encourage participation from all those attending. Make sure the meeting happens when it is supposed to and hold people accountable to attending. Attendance should be a mandatory requirement, but you should find that if the meeting is structured right then it is a value add and people want to turn up.
4. Ensure that your leaders have leadership training/coaching that focuses on communication, effective dialogue and collaboration. A good external provider will come in and do a full assessment of your needs and shape up the right solution for your specific needs.
5. I completely agree with George's comments below. Remember that you are the leader. You aren't going to solve collaboration issues overnight. You need to set clear expectations with the team about how you expect them to interact, and hold them to those expectations, giving them feedback and recognition along the way.
You need to first enable your management team to be concerned about the problems you are facing. If they aren't impacted by those problems, they won't be interested in how their communication behaviours contribute to that problem. They need to be interested in the impact on them and the impact on the business. Then if and when they are interested in addressing the problems, work with them on ways to solve the problem. They may decide for themselves that communication is the issue, or that its something else. Either way, you'll get confirmation. Once they see the need to be better at communication, challenge them to come back to you with recommendations on what they'd like to do to improve their communication. That way they own the problem as well as the solution. They need a common goal for everything to work.
Hardik, communication styles vary by individual. There are four primary communication styles, which once identified will help you communicate better with your management team as well as helping them communicate better with others. In most teams you will want to have a good mix of all four styles. One way to do this is with assessments like Meyers/Briggs and TTI DISC.
Lead by example. Clearly define your corporate vision, values, culture and strategy and communicate your expectations. This will work wonders in employee motivation and engagement. Many employees simply don't know what is expected of them.
When you hold leadership meetings, try simply asking them what you can do to make their job easier or better. You may be surprised by what you hear, and even more surprised by how much impact a few simple changes can have.
Studies show that 70% of employees are neither engaged nor motivated. You'll want figure out how to engage them and replace the ones that can't be. Look into business coaching, you will find it valuable in helping you answer your question.
okay to solve this you should do:
1. tell them your vision and what they should focus on.
2. Hold regular meeting, at that time you should review problems that you found with your colleagues.
3. Be frank to them, tell them clearly what you have spotted.
4. Ask their opinion.
Most important is you should be frank to them and tell what ever faults you have spotted. This might be difficult for you to do initially but I can assure you it will benefit in future. when you do you should do it in a gentle way where they will not hurt their feelings.
In my experience, you 've got to sit down and sort out thing before you make any change or you seriously talk to your management people. It could be just lack of proper management on your side, sorry. What I would do if I were in your shoes: grab a piece of paper, write down the names of your managers (in the column) and write their functions/job duties - against each name. Are there any duplications in there managerial areas, are there cross-functions? Is there any personal dislike between particular persons (psychology should be employed for this kind of analysis)? What is your own role and how do you convey to them there tasks? Is anybody sabotaging? Do you need to delegate some of your managerial duties to someone you can trust and you believe is good professional? You know your details, I do not. But this kind of analysis I would try to carry out and see what can be done for improvements. But before running those questions through yourself and trying to get the right answers - remember to get rid of bias - personal dislikes of your subordinates' looks, habits, beliefs etc. As far as you can. Consider only professionalism and input. And don't buy submissive behavior - it never helps business. That would be my five cents. Best of luck, Igor.
A full analysis of the actual expected outcome you are trying to achieve is needed, as well as a view of the current situation, in order to align you question to a proper solution. However here are some keys that may help you to start your journey successfully:
The first step is to implement weekly collaboration in virtual team meetings with the managers to develop some consistency in the communications.
Secondly, it appears that you are not getting the response you are looking for from the managers. So you may want to establish timelines for them to achieve and communicate their task and activities that has been assigned.
Thirdly, you may need a dashboard or visualization tool to measure the mangers results.
I would love to gain a more clear picture of what you are trying to achieve and what your pain points are to give you a proper solution.
The key factor is try to establish trust based upon clear expectations without any false critiquing...I always have worked with LIFO Life Orientation Communications to work with team development...Again expectations must be clearly defined...Some conflict is good as long as people are responding and not taking issues discussed on a personal basis
Communication is the agent that binds and separates us all. I recommend starting a club or association within the management circle. Find the common denominator that they all share. Get them talking about things they like and they will be able to stop arguing about things they don't.
I believe training is fine but then deploying an experienced management team on this field that can lead other beginners will be the best thing to work on, but if you already have a platform that can do this will be of a good advantage to you. so if you don't simply deploy professionals with good knowledge and experience to work with you for the main time.