Leadership communication is so much more than letting employees know what is happening in the organization and the reasons why. And whilst information tools such as the corporate intranet, town hall meetings, CEO emails and blogs are important they are only part of the communication mix. Transformational leadership is about engaging employees on the journey of change to ensure that the business objectives are met. The only way to successfully achieve this is by designing employee engagement strategies to compliment information on the change process.
Employee engagement should always result in some positive change of behaviour which will then lead to the achievement of organizational goals. Just distributing information by any of the above methods will not achieve the change in employee behaviour and organizational outcomes you are looking for.
Here are 5 tips that will ensure that your leadership communication methods do achieve those outcomes.
1. The first step is to review the current ways you are communicating with employees and determine whether your leadership communication methods are engagement tools or simply information tools. So this first tip is to gather up all the ways you communicate with employees and decide whether they are one way or two way communication vehicles and whether the messages are information or could be enhanced with an engagement strategy.
2. Step two is very important for transformational leadership because you want to create an "Aha!" moment for employees. This means you convey information in such a way that creates a paradigm shift in their thinking about a topic. The focus for employees needs to be that they finally understand what the change will mean to them, how they can contribute and why it is important.
3. This third step is about conducting focus group research to find out what employees actually think about a particular topic and then what information you have to counter their views and to create a change in how they think. The objective is to find out what information will make employees stop and say, "Aha! now I get it". Once you have the answer to this it is easy to design engagement strategies that will focus employees on the change to the organization and the work that they do.
Benefits of focus group research are that they are a good format for allowing topics to be explored further and frequently will uncover issues or ideas which hadn't been considered prior to the session. Focus groups generally are held for one and a half hours duration and in groups of 8 - 10 participants. The facilitator should lead the discussion but leave the actual dialogue to the participants, and steer them around to the main issue if they have gone off topic and to ensure that all the topics that you wanted to cover within the timeframe allocated are. Well facilitated focus groups identify the key messages to focus your leadership communication strategies on as they relate to specific business objectives.
4. In this fourth step you gather the information sourced from the focus group feedback. The key data you are looking for is what the opinions are of employees about a particular topic or issue that directly relates to the business issue at hand. Then if it is based on false information or assumptions you find the factual data to refute this and then present it in such a way that employees are engaged and understand the basis for change.
5. The fifth tip is that you take the key information from the focus groups, identify a business issue that you feel certain your leadership communication strategies can impact. By using that information you then implement a personalized leadership communication strategy that can be measured by business outcomes.
Once you have gathered all this information you then need to design leadership communication strategies that engage employees around the one central message. Many of these employee communication strategies will actively involve employees in some aspect of change by designing communication methods that will require employees to participate. These engagement strategies are then supplemented by communication information tools. - 16890
Employee engagement should always result in some positive change of behaviour which will then lead to the achievement of organizational goals. Just distributing information by any of the above methods will not achieve the change in employee behaviour and organizational outcomes you are looking for.
Here are 5 tips that will ensure that your leadership communication methods do achieve those outcomes.
1. The first step is to review the current ways you are communicating with employees and determine whether your leadership communication methods are engagement tools or simply information tools. So this first tip is to gather up all the ways you communicate with employees and decide whether they are one way or two way communication vehicles and whether the messages are information or could be enhanced with an engagement strategy.
2. Step two is very important for transformational leadership because you want to create an "Aha!" moment for employees. This means you convey information in such a way that creates a paradigm shift in their thinking about a topic. The focus for employees needs to be that they finally understand what the change will mean to them, how they can contribute and why it is important.
3. This third step is about conducting focus group research to find out what employees actually think about a particular topic and then what information you have to counter their views and to create a change in how they think. The objective is to find out what information will make employees stop and say, "Aha! now I get it". Once you have the answer to this it is easy to design engagement strategies that will focus employees on the change to the organization and the work that they do.
Benefits of focus group research are that they are a good format for allowing topics to be explored further and frequently will uncover issues or ideas which hadn't been considered prior to the session. Focus groups generally are held for one and a half hours duration and in groups of 8 - 10 participants. The facilitator should lead the discussion but leave the actual dialogue to the participants, and steer them around to the main issue if they have gone off topic and to ensure that all the topics that you wanted to cover within the timeframe allocated are. Well facilitated focus groups identify the key messages to focus your leadership communication strategies on as they relate to specific business objectives.
4. In this fourth step you gather the information sourced from the focus group feedback. The key data you are looking for is what the opinions are of employees about a particular topic or issue that directly relates to the business issue at hand. Then if it is based on false information or assumptions you find the factual data to refute this and then present it in such a way that employees are engaged and understand the basis for change.
5. The fifth tip is that you take the key information from the focus groups, identify a business issue that you feel certain your leadership communication strategies can impact. By using that information you then implement a personalized leadership communication strategy that can be measured by business outcomes.
Once you have gathered all this information you then need to design leadership communication strategies that engage employees around the one central message. Many of these employee communication strategies will actively involve employees in some aspect of change by designing communication methods that will require employees to participate. These engagement strategies are then supplemented by communication information tools. - 16890
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