Communication Is Key!
How many of you out there have either heard this or said it yourself?
“Well, they are not who they use to be.”
This usually comes a few months after a promotion or even just hours after an unpopular decision has been announced. It is often linked by those who hear it to feelings of jealousy, having problems adjusting to change or just plain disgruntlement. And in some cases, some or all of these apply.
However, I challenge you to look deeper either at your own feelings or the other person before jumping onto these common perceptions. Why are they feeling this? What are they really saying? If you are a current manager and overhear this – How did I cause this to happen?
As someone moving towards becoming a leader, I often find at times people just do not want to make the effort. It takes a lot to support upper management, particularly in hard times and periods of change. It takes even more to build strong relationships and even more to maintain those relationships. Most times people get caught up in “putting out the fires” instead of looking around to see where the kindling is coming from.
At times that kindling is coming from you. In one way or another if an employee is saying you are not who you use to be it’s because you lost communication with them some where along the line. Do you have to include them in every decision? No. Do they need to support every change or unpopular decision that you put out there? Depending upon your title – yes. And to do that, they need to understand why. In order to help them understand why, you need to communicate with them. Let them ask the questions they have, let them express themselves as they need to. It’s good for their growth and the growth of the organization.
For those of you who feel it’s not your job to prevent people from believing you’ve changed or to correct the perceptions that are out there, I promise you your turn over will be amazing. No one wants to work for someone who is not open. No one wants to work for some one they perceive is power tripping. And no one wants to work for someone who is so caught up in their own world that they can not see the team challenges that are right in front of their own eyes.
Take a few moments, take accountability and stop and ask yourself – are people treating me differently? Could it be perceived that I’ve changed and not for the better? Are my lines of communication really open?
From Managers to Leaders (What would a leader do?):
~ If you’ve been newly promoted? Take care to keep in touch with your direct reports and include them in your choices or decisions. Do this by making them aware of the “what’s” and the “why’s” that impacted your choices. Keep in mind that they do not have to like your choices, but when people understand choices they accept them and can support them quicker then when they are rammed down their throats.
~ Working for someone that you feel is changing over the years? Talk to them, take the upper ground and invest the time in the relationship to say what you are feeling. Don’t accuse them of anything, just let them know that this is what you are seeing and you are finding it hard to follow or understand them. Openness is the key here. You are working towards becoming a leader and trust is key. People need to know where you stand and you need to know where they stand. By putting yourself out there first you show your strength and willingness to rise above the gossip.
~ Visit my store directly here and see a selection of resources on this week’s article.
