Break Point #3: The 4C’s – Communicate, Communicate, Communicate, Communicate

A large measure of success is based on understanding people–what they do, why they do it, how they achieve success. The “What, Why & How” differs for every individual. Understanding the WW&H is based on good communication–and good communication is based on understanding; that’s the Mobius Strip of successful businesses.

Start with understanding yourself and how you communicate (C1), teach your leadership team how to communicate effectively among themselves (C2), learn to communicate the company’s mission to every employee so they, in turn, can pass it along (C3). Finally, communicate the company’s message to the business community at large (C4).

Leadership Communication

Communication in most organizations is broken, and understanding human nature is misunderstood.

Think everyone is the same? Do you tend to think of your people in terms of “good” or “not”? Think again! Not only do we value and are motivated by very different things, how we express ourselves varies just as much. Effective communication means moving beyond thinking, “Why isn’t everyone like me?” To understanding and adapting our communication style for real results. Problems often start at the top and and can foster mistrust – often where there was trust to begin with! The result is a classic break point with slowed growth, reduced “date-ability” to attract top talent and finally a variety of excuses away from the core problem.

Before your leadership team can reach the next level, you may need to take a good look in the mirror as to how you appear to employees, customers and suppliers. It’s not about being right, a behavior that can often happen when trust breaks down, but doing right for your employees and customers! Most of you leaders out there are first timers in business and the majority also in partnerships (often a sales and technical guy), each with an opposing view on opportunity, risk and growth. Even your combined experiences will not give you all the answers.

Our programs help leadership understand individual behaviors and then that relationship to group behavior – the “AHA” moments come in a flurry! Leadership teams create a new “common language” for how to relate to each other – like when you are too busy talk or when a meeting conversation has been hijacked. You CAN respond to those potential tipping points or difficult conversations in a thoughtful way! (click here)

Job Benchmark

“When hiring, what traits should a candidate possess to be great at the Job? It’s hard to know if you haven’t Benchmarked the Job. If the Job could talk, what kind of employee would it ask for?
If more information (call to action)

More detail if you need it: A company-specific Job Benchmark is the best kind because it takes into account the company culture. Find out the traits needed to be great at specific jobs in your company from Management to Sales to Operations.

Candidate Selection

Is your candidate as good at the job as they were in the interview? Are you being “sold” on hope or truly on a strong fit for your company? The dating is process is new, the engagement is exciting but the marriage often ends poorly…. This time, find out BEFORE the hire. (Call to action)

Additional information: Candidate assessments are one tool in the hiring process. They can help you to understand “How does this person do what they do”, “Why does this person do what they do?” and “What can this person really do?” Add to your understanding of who this person is beyond the interview.

Assessments are available everywhere – but it is skilled interpretation of success factors that determine success and coachability within your culture. Expertise takes many years of behavioral study in the workplace – especially a technology workplace with natural silo’s between sales and engineeering. Skillful interpretation provides INSIGHT and TRANSLATABILITY for real change in your hiring process. We can give you the tools to increase your success.

360-Degree Feedback

Perception is reality, but it’s hard to change that reality if your don’t have insight into the perception. Does the perception of others hinder or enhance your abilty to be effective within the organization? If you want to know (call to action)

Whether you communicate well or not, communication still occurs. Do you really want to leave your team or customer’s takeaway up to chance?