Had an interesting conversation with the president/ceo of a 65-employee company yesterday.
He told me that after attending my seminar on “The 7 Deadliest Communication Sins” he realized that after 20-years of leading his company he had become lazy in his communication with employees.
He admitted embarrassment that he, and other senior company leaders, were committing most of my seven communication sins.
I was impressed by his humility and commitment to improve communication at his company.
Specifically, he mentioned how he now knew he was stifling ideas from employees.
This is typical.
Many long-term business leaders shut down employees’ ideas because of their “experience” with similar ideas failing, or being inappropriate, in the past.
Typically, he would say, “thanks for the idea but we’ve tried things like that before and it won’t work,” or something to that effect.
Like most organizational leaders, he didn’t believe he had the time to rehash the reasons these ideas employees brought him wouldn’t work.
Yet, he realized that type of employee interaction was killing the motivation, morale and engagement he needed for his company to thrive.
Since the workshop last fall he said, “now, when someone brings me an idea that didn’t work in the past, I explain what happened and give them the history behind the situation so they understand our experience.”
“I then, tell them to take that information and use it to create a strategy to address those issues and come back to me with some options to see if it’s worth revisiting.
He said, “this new approach gives people perspective on the history, helps them understand my answer while communicating that I’m open to revisiting the idea if we can overcome things that prevented it from working last time.”
This is a true “open door” policy.
I know most of you are saying, “I don’t have time to do this.”
Maybe, maybe not.
I bet you are already investing too much time in fire fighting and dealing with the drama of the moment, though.
I promise investing a little more time on the front end like this will begin to reduce the need for fire fighting and dealing with the daily drama.
Give it a try and let me know how it goes!
Or, better yet, request one of my complimentary 60-minute Revolutionary Leadership Strategy Sessions so we can explore ways you can create a more empowered and engaged workforce.
If you’d like to learn more I encourage you to request one of my 5 FREE, private Revolutionary Leadership Strategy Sessions for May.
You can learn more and request your strategy session at www.RevolutionaryLeadershipCoaching.com .