You’ve heard it a million times, “garbage in, garbage out.” But this axiom couldn’t be more true than in the case of organizational performance measures where in so many instances even a minute change in the data entered results in a profoundly different indicated performance. So how can an organization’s leaders be confident in the accuracy of their performance measurement data and the resulting measures? By defining and reinforcing a comprehensive set of organizational performance measure data standards.
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We don’t know what we don’t know and this is why communication can be challenging. How many of us can honestly say we’re 100% sure our messages are heard and that we’re always perceived as confident, credible and trustworthy? Have you ever walked away from a meeting, media interview or face-to-face conversation with a client saying to yourself, “I shouldn’t have said what I said,” or “I can’t believe I forgot to say…?”
As a leader, you must be able to clearly communicate your purpose and value. Most of us are under the blurred assumption, “If I communicate a message it’s heard.” In reality, your message may not have been heard at all.
Lindsay Edmonds Wickman, Associate Editor for the Chief Learning Officer magazine, states: “…we are are good at analyzing business situations and making decisions, but what we aren’t as good at is communicating with others.”
How do you know if your communication is breaking up? When what you say isn’t consistent with how you say it. For example, when someone tells you “I’m so excited to have this opportunity to work with you,” and they communicate this statement in a monotone and boring voice. Their facial expressions are lifeless. They never look you in the eye and they’re fidgeting with a pen. You’d question their credibility and knowledge, and not take action on what they have to say. To guarantee your message is heard so that you’re communicating with impact and influence, make sure you’re always following these five tips.
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Stacey Hanke is founder of 1st Impression Consulting, Inc. and co-author of Yes You Can! Everything You Need From A to Z To Influence Others To Take Action. Her client list is vast from Coca-Cola, Kohl’s, United States Army, Navy and Air Force, Leo Burnett and the FDA. She has been featured with: SmartMoney magazine, Business Week, Chicago WGN and WLS-AM.
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On my honor I will do my best to do my duty to God and my country and to obey the Scout Law; to help other people at all times; to keep myself physically strong, mentally awake, and morally straight.
Don’t subscribe to hope for the best and plan for the worst. Instead, plan for the best, plan for the worst, and plan for the most likely… always be prepared.
Recruiters at Fortune 500 C.H. Robinson recently found themselves scratching their heads. They’d weathered stormy recruiting seas when sought-after Generation Xers showed up demanding everything from work/life balance to “bring your pet to work day” to casual dress. How hard could it be to adapt to a new generation of recruits – the Millennials? After all, in a soft economy employers should have the hiring advantage. Right?
Sure. Except for a few hiccups. Millennials (born 1982-2000) aren’t behaving the same ways Generation Xers did. They have a whole new set of attitudes and expectations when it comes to the workplace, and managers and recruiters are once again being called upon to see the world through a new set of eyes to get the most out of this challenging and influential generation. Take parental involvement. Instead of bringing their pets to work, Millennials seemed to be bringing Mom and Dad. Carmen Baas, a Recruiter at C. H. Robinson, commented: “We recently had the father of a candidate call one of our sales reps to talk about his son’s job offer so he could make a decision on whether or not his son should come work for us. I’ve also had parents attend career fairs in lieu of their children who had prior engagements.”
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Lynne C. Lancaster and David Stillman are nationally-known generational speakers, consultants, researchers, and the authors of the best-seller When Generations Collide (HarperCollins), and The M-Factor: How the Millennial Generation Is Rocking the Workplace (HarperBusiness/2010). Through their firm BridgeWorks, Lancaster and Stillman provide organizations with keynotes, training, corporate entertainment, and trainer certification. They have appeared on CNBC, CNN, and the Today Show. Learn more at www.generations.com.
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Management observation programs generate a wealth of individual and workgroup performance data. All too often, workgroup managers view their employees job functions as being singularly unique and so don’t consider pooling their observation results with peers. Doing so, however, creates the possibility of identifying broader organizational trends that may be culturally driven and more economical to resolve with a single integrated initiative.
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Predefined and Reinforced Data Standards
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Can You Hear Me Now? Top Tips To Make Sure Your Communication Isn’t Breaking Up
/in Business Communications/by Stacey HankeWe don’t know what we don’t know and this is why communication can be challenging. How many of us can honestly say we’re 100% sure our messages are heard and that we’re always perceived as confident, credible and trustworthy? Have you ever walked away from a meeting, media interview or face-to-face conversation with a client saying to yourself, “I shouldn’t have said what I said,” or “I can’t believe I forgot to say…?”
As a leader, you must be able to clearly communicate your purpose and value. Most of us are under the blurred assumption, “If I communicate a message it’s heard.” In reality, your message may not have been heard at all.
Lindsay Edmonds Wickman, Associate Editor for the Chief Learning Officer magazine, states: “…we are are good at analyzing business situations and making decisions, but what we aren’t as good at is communicating with others.”
How do you know if your communication is breaking up? When what you say isn’t consistent with how you say it. For example, when someone tells you “I’m so excited to have this opportunity to work with you,” and they communicate this statement in a monotone and boring voice. Their facial expressions are lifeless. They never look you in the eye and they’re fidgeting with a pen. You’d question their credibility and knowledge, and not take action on what they have to say. To guarantee your message is heard so that you’re communicating with impact and influence, make sure you’re always following these five tips.
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About the Author
Visit Stacey at: www.1stimpressionconsulting.com.
Leadership Inspirations – Prepare, Prepare, Prepare
/in Leadership Inspirations/by StrategyDrivenBe Prepared.
Boy Scout Oath:
On my honor I will do my best to do my duty to God and my country and to obey the Scout Law; to help other people at all times; to keep myself physically strong, mentally awake, and morally straight.
Boy Scouts of America
(www.Scouting.org)
Don’t subscribe to hope for the best and plan for the worst. Instead, plan for the best, plan for the worst, and plan for the most likely… always be prepared.
Also see, StrategyDriven Strategic Planning Best Practice 12 – Planning for the Best and the Worst
Rocking the Workplace: How the Millennial Generation is Shaking Up the Way You Do Business
/in Diversity & Inclusion, Management & Leadership/by Lynne C. LancasterRecruiters at Fortune 500 C.H. Robinson recently found themselves scratching their heads. They’d weathered stormy recruiting seas when sought-after Generation Xers showed up demanding everything from work/life balance to “bring your pet to work day” to casual dress. How hard could it be to adapt to a new generation of recruits – the Millennials? After all, in a soft economy employers should have the hiring advantage. Right?
Sure. Except for a few hiccups. Millennials (born 1982-2000) aren’t behaving the same ways Generation Xers did. They have a whole new set of attitudes and expectations when it comes to the workplace, and managers and recruiters are once again being called upon to see the world through a new set of eyes to get the most out of this challenging and influential generation. Take parental involvement. Instead of bringing their pets to work, Millennials seemed to be bringing Mom and Dad. Carmen Baas, a Recruiter at C. H. Robinson, commented: “We recently had the father of a candidate call one of our sales reps to talk about his son’s job offer so he could make a decision on whether or not his son should come work for us. I’ve also had parents attend career fairs in lieu of their children who had prior engagements.”
Hi there! This article is available for free. Login or register as a StrategyDriven Personal Business Advisor Self-Guided Client by:
Subscribing to the Self Guided Program - It's Free!
About the Authors
Lynne C. Lancaster and David Stillman are nationally-known generational speakers, consultants, researchers, and the authors of the best-seller When Generations Collide
(HarperCollins), and The M-Factor: How the Millennial Generation Is Rocking the Workplace
(HarperBusiness/2010). Through their firm BridgeWorks, Lancaster and Stillman provide organizations with keynotes, training, corporate entertainment, and trainer certification. They have appeared on CNBC, CNN, and the Today Show. Learn more at www.generations.com.
Management Observation Program Best Practice 8 – Cross Organizational Trending
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