Tag Archives: management

Can Effective Communication Skills Get More Out of Our Managers?

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This fresh advertisement is suggesting so.  But why is that?
It’s because managers are the ‘hub’ of an office or other organization.  They translate what the top level or C-suite folks who develop or interpret the vision really want (as far as action goes), and then carry out the communications and processes involved in getting the message to the remaining staff.  The manager, including the Human Resources (HR) personnel, supervisors, and often consultants and high level contractors have to truly understand what the higher ups want, and that takes empathy, active listening skills, often the ability to read non-verbal communication (like body language) correctly, and patience.  These are all great communication skills.  Then they must deliver this information to other managers, front-line staff, contractors and other co-workers of some type.  This takes interpersonal skills, conflict management skills, the skill of delegation, giving direction and feedback effectively without offending others, etc.  These are all excellent communication qualities to have.  So – if you think about it – a manager is quite busy talking to many different people all day above, beside and below them, and we didn’t even discuss conversations with suppliers, vendors, clients and whoever else might cross their path!

We all should be glad if we have (or had) a manager who displayed excellent communication skills.  Because as we see here, it’s very complicated, and unfortunately it’s not very common to find a great manager.  If you have one – tell them tomorrow!
If you ARE a manager, what can you do to evaluate your current communication skills and then make them better if needed?  It starts with a good self-assessment, and maybe deep consideration of any recent feedback.

Here is a great article on the importance of communication skills, and you can use this article as a top 10 checklist to help evaluate your current strengths and weaknesses.

https://inlpcenter.org/importance-of-communication-skills/

Best of luck!

The Customer is NOT Always Right

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A while ago I attended a seminar in Toronto where the presenter talked about the value of good customer service in all types of industries.  He actually has a background in the restaurant and hospitality industries, so as you can imagine there was a lot of discussion about good and bas service at restaurants, and how to handle complaining customers, even if you are sure they are ‘scamming’ you for free-bees.  His solution was across-the-board give in and put out.  Give in to their complaints and give them complimentary food, coupons, etc.  I have to admit my stomach was unsettled.
Many of us have heard the mantra “The customer is always right.”  But my question is, what type of message are we, as a worker, a manager, a company or a society giving when we give in 100% to fraudsters?  Does that very act not devalue our company?  Does it not encourage people to continue to shout loudly for free stuff?  And how do you think your company waitresses, clerks, phone operators etc. feel when they are told they must accept the abuse?
Years ago when I worked for Copelco Capital, a global financial company later taken over by Citibank, I had the dubious honour of working both customer service AND collections!  So my phone calls were often dealing with angry or complaining clients.  I developed some pretty cool conflict management techniques, which I can share with you another time.  But for today I want to tell you about the time a client called and was complaining loudly, swearing, and not listening to my calm appeals to slow down, and to dignify her language. 
I advised her to stop swearing, and when she didn’t stop, and wouldn’t listen to a word I was saying, I simply hung up on her!  Yes, you heard me, I disconnected the call.
She called the company back, asked for my manager and began to complain about my actions.  My manager told her she would investigate promptly, put the client on hold and came over to my cubicle (p.s. I do NOT miss cubicles) to ask me why I had hung up on her.  I explained that the client would not calm down and refused to heed my warning about her foul language, so I disconnected the call.
My manager said okay, returned to her desk, took the client off hold, and said “yes the reason why Ric hung up on you is that we do not tolerate aggressive or abusive language here.”
The client was dumb-founded for about 5 seconds, and then immediately began apologizing for her previous behaviour.   My manager went on to help her get the problem sorted out peacefully, which any one of us in the customer service department could have done had the client been calmer in the first place. 
I did not get a lecture or any punishment.  It was understood the company would protect its staff from abuse.  I was very proud of my manager that day.

How to Communicate Like a Good Manager

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Many people want to know how to be a good or a better manager, supervisor or team leader. This is hard to answer sometimes, as it may depend on culture, corporate culture, previous expectations and promises, and company as well as personal values.

The main point to remember is to show respect, calmness, and vision in all your communications. Bullies are not respected, even if they are feared. You must be firm but fair. At the same time ‘softies’ often are not listened to or given respect either. I recently had an email from an old Chinese friend (really nice sweet guy) who was asking for advice on how to manage foreign English teachers in China at his company. Apparently whenever they didn’t agree to some term of employment, they simply ‘played the foreigner card’ and claimed that they don’t have to do that because things are different in their own country. Smells like arrogance to me. The funny thing is, this nice guy who was asking me for help really wanted me to give him advice on understanding Westerner’s employment standards and practices.

That is a good thing to do, since he is managing them. However I reminded him that they are guests in China and are employees of his company, and that the main way to avoid some confusion is to have a clearly written ‘rules and conditions of employment’ contract which everyone must read and sign. That way both sides are clear on what is expected from the beginning. If the teachers find these rules too difficult then he should invite them to seek employment elsewhere! Of course rules can be bent and terms can be negotiated and re-written, but it cannot be done through bullying or ultimatum-giving, and that is what I wanted my friend to understand. He was being a push-over and they were taking advantage of his hospitality, as I understood. As a manager he needed to learn how to deal with facts (i.e. terms of employment as set out by the company) and be firm but fair in his dealings with his teachers.

Similar things happen all over the world. Here in multicultural Toronto, I come across stories all the time of people who are either being too strong or too shy. How many Russian immigrants have I told to “soften your language” and to “not be so direct”? Almost as many Chinese immigrants I have told to “be more confident in your speech” and to “not be so indirect”! Funny right? And that is just a small sample from my world of being a professional Communication Coach. Many more stories to tell…

I really didn’t need to know that, sir

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Hello,

This is the Globe and Mail article from today, Monday February 23 2009, in which I was interviewed, along with other experts, on the issue of over-sharing personal information at work. If this topic is relevant to you and your office cohorts, please follow the link by clicking here:

http://sympatico.globeandmail.com/servlet/RTGAMArticleHTMLTemplate?tf=tgamv3/realtime/fullstory_print.html&cf=tgamv3/realtime/config-neutral&articleDate=20090223&slug=wlinfo23&date=20090223&archive=RTGAM&site=Front&configLabel=front&hub=Front

Thanks,

The Confident Leader

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Hello my friends,

I am happy to introduce to you Larina Case. Last year I bought her book “The Confident Speaker” and use it’s advice to help my clients improve public speaking and presentations. Today I am participating in a ‘blog tour’ to help spread the word about Larina’s newest book, The Confident Leader. Here is an interview by Larina, which I think you will enjoy and find very relevant to our cause:

1. What if we come across as too confident?

Many people worry about appearing arrogant and would rather appear less confident than over-confident. In reality, it is often a lack of confidence that makes people come across as over-confident.

When we lack confidence, we tend to overcompensate. And it is the overcompensation that makes people look over-confident (or look like they’re trying too hard) and puts others off.

If someone is worried that he will come across as unintelligent, he’ll try to use fancy language, and will look like he thinks he’s so smart. If someone worries that she will come across as boring, she will try to be interesting, and will look like she loves to talk about herself.

There are exceptions. Sometimes people actually are arrogant and have an inflated image of themselves. You would know if this were you because you’d think that you can do no wrong, your opinion of yourself would be higher than others (you’d be shocked by Bs on papers or performance reviews that were not 100% glowing). You’d dominate conversations and not be interested in others’ viewpoints. If this is you, then these things need to change. If this is not you, then you really don’t need to worry.

2. What are 3 simple things we can do to build our confidence?

1. Develop your growth mindset. This is your ability to ask yourself questions like, “What can I learn” from situations regardless of their outcome and NOT to judge yourself from the outcome.
2. Take on strategic challenges. Push yourself about 20% past your comfort zone by seeking out and taking on challenges (not just dealing with them as they arise).
3. Give yourself credit. Reward your efforts (not your results) when you have done something difficult.

3. Can we build confidence from career achievement?

We know from recent research that self-esteem and confidence are some of the most important predictors of career success and income, and that it doesn’t go the other way around—we can’t wait until we have a thriving career and hope that it increases our confidence. Instead, if we develop confidence, we’re more likely to have a thriving career.

Confidence does NOT necessarily come from achievement. It comes from how you interpret your actions. Two people can achieve the same level, and one feels great and proud of her process of getting there, and the other feels that they could have done better or worries if they’ll do as well the next time. (Guess who’s more confident?)

4. How come being effective doesn’t cut it in today’s economy?

As you know, the current economy is a challenging one and it will separate the true leaders from the simply effective people. The cream will rise to the top and they will be the ones who will be most competitive for the best jobs, clients, and other opportunities.

Ironically, in tough times, most people become LESS exceptional. They get scared. They retreat into their comfort zones. They seek security and play it safe. They want to blend in and fly under the radar. They are afraid to accept responsibility for things that don’t go well. They do not step up as leaders.

You must avoid this temptation! These things will keep you in the average zone (or worse) and keep you from being exceptional and presenting your best.

How can we find out more about becoming confident leaders?

My new book The Confident Leader: How the Most Successful People Go from Effective to Exceptional provides a 6-step formula for taking on key challenges, making difficult decisions, and navigating outside your comfort zone. The second half applies the formula to key business areas such as staying focused and motivated, marketing yourself, standing out, and dealing with difficult people. It includes interviews with business leaders such as Seth Godin, Tim Sanders and Joe Vitale. Learn more by checking out her book and it’s reviews.

Thank you!

The Best 3 Books for Managers?

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The best 3 books on management, as voted by the PROFIT 100 (Source: PROFIT magazine, Dec-Jan 08), are Good to Great by Jim Collins, Crossing the Chasm by Geoffrey Moore, and The One-Minute Manager by Ken Blanchard.

Has anyone read these? Care to comment on what you thought? Agree or disagree? Do you have any other books you can recommend to managers or entrepreneurs?

(NOTE: I often coach managers on interpersonal/professional communications, so any good book I could recommend to them is valuable knowledge and much appreciated.)