All “Ask Skip“ Questions that appear in this blog are actual questions submitted to me directly from blog subscribers or other inquiries that come in through the main website or via my Social Media pages on LinkedIn, Twitter and Facebook. Feel free to submit your own “Leadership, Teamwork or Workplace Communication”question here!
I’m a amazed at how many times I get this question. And, this is an easy one to answer. The answer is an emphatic “NO!”
This is wrong in so many ways:
- It is demeaning and degrading to the victim.
- It is teaching employees the type of ‘communication’ that is acceptable in the workplace.
- It is violating the type of respect every human being deserves, and the type of respect every leader/boss would proclaim they want in their workplace and they expect from their employees.
- It is leading with ‘position’ power and not ‘relationship’ power and is creating a’compliance culture’ where employee perform only because they ‘have to,’ not because they ‘want to.’
- It shows an extreme lack of “Emotional Intelligence” and “Emotional Mastery,” a vital skill for leaders to lead (it is one of the 6 skills I offer in “The Confident Leaders Training Camp.”)
Many organizational leaders, even the ones that occasionally raise their voices in front of their employees, would agree they would like a work environment where “everyone treated each other as they would like to be treated.” I’ve never had a leader not agree with that statement, yet often they violate that value, and wonder why their workplace is not as positive and motivated as they want it to be.
Raising one’s voice in the workplace is one of “The 7 Deadliest Sins of Leadership & Workplace Communication,” which I wrote about in my 2010 white paper of the same title. It is available as a free at download www.HowToImproveLeadershipCommunication.com
My wife and i were have this discussion a couple of weeks ago about a supervisor at her job who had a very negative communication style. She didn’t yell, but showed her anger in other ways, with inappropriate tone and sarcasm.
This department leader has told the people she manages that she communicates her displeasure in this way she is able to “get it off her chest,” and move on. She says she is done with it and moves on holding no grudges or hard feelings to the person she just spoke to.
The challenge with this type of leadership communication approach is that, although, the leader may have been able to get it off their chest in this manner, the damage to the employee being spoken to in that manner lives with the degradation and humiliation forever. It will kill the relationship and the trust between the boss and the employee until the leader apologizes and the individual is truly able to let go. Sometimes this never happens and trust continues to erode.
I work with my organizational leaders (and their teams) to develop a positive workplace communication culture based on four core values of communication of respect, empathy, specificity and genuineness. Once the organization truly commits to this type of workplace culture it is very powerful and positive and has proven to explode results by creating a highly engaged workforce based on high levels of trust.
If anyone reading this would like to assess their present workplace culture and identify specific strategies to create that type of work environment, click here to learn about how you could benefit from a Breakthrough Leadership Assessment Strategy Session.
’til next time, make it a great day!
If you have an issue you are dealing with in leading your team and/or organization that you would like answered in my “Ask Skip” column, click here to submit your own “Leadership, Teamwork or Workplace Communication” question here and you might just see your question answered here in the coming weeks. I also promise to reply directly so that you get the help you need when you need it.