Communications Nimbleness - Kaleidescope Management

I was watching the Sunday Morning Show yesterday when a piece came on about Kaleidoscopes. As they described the nature of the scopes as having infinite views based on the combinations of the pieces of glass and the five mirrors reflecting and refracting the light, I could not help but see the parallel with people interactions. Like a kaleidoscope, every people interface is unique. We are each a different color and shape of glass and our communications and energies are reflected from many others/angles. The combinations are infinite and they never repeat. So, then, what might this tell us about how we train people at work?

I have a class coming up on communication skills for managers. The complexity of people management - or more accurately, relationship management - is vast, fascinating and more of an art than a science. But how will this cosmically charged viewpoint sit with a bottom-line oriented analytical person with a preference for details, fact, things, and clarity? There are few sharp edges with communication and clarity, when it comes to people, is an unattainable goal. We are all wonderfully flawed, dramatic beings with idiosyncrasies that seem illogical or strange to half those around us.

As managers, we are like kaleidoscopes, too. Each of our responses is and must be unique, to respond to each circumstance. And, as the service provider, we are the ones who must flex and teach our teams to flex. Communications classes, therefore, must be heavy on teaching communications nimbleness.

And the next $64,000 question is, how is nimbleness built? Can it be taught? Yes, it can be taught, and I think it starts with better expectations. I do a lot of succession planning work and talk with leaders about their managers. I am amazed how many are seen as meeting or exceeding expectations when they are lousy relationship builders and lousy communicators.

That is just not good enough.

And how about managers who attend meetings but don't contribute/facilitate? A lot of management occurs IN MEETINGS, so that is just not good enough.

And how about smart people for whom few like to work? That is an untenable situation. It is not good enough to be technically smart, and I know we all know this in our hearts and heads.

Communications nimbleness comes from better expectations and then an awareness that it is OUR JOB to be the one who flexes to ensure our communication is received as intended. Let's not give credit to managers who lob poor communication out into the workplace. That would be like rewarding an operations team for getting the widgets halfway down the line - not complete and not out the door.

Our customers - our employees - are waiting for the good management they ordered when they signed onto our team. A one-size-fits-all approach (my way, based on my style) to communication will not work in a kaleidoscope work world.

Comments

[Everything Counts]

Great post. I really appreciate and agree with your words. Thanks for sharing such beautiful thoughts.

[lisa haneberg]

Thanks EC. The notion that - by its very definition, management happens in conversation - is compelling enough, in my mind, to ensure that all managers are extraordinary communicators.

[hotel Türkei]

Building Light,friend western advise her age package existence least still year big young technology civil pound error careful excellent used tax team cash ever god with beautiful less fail growth report vote speaker engine description status consider offer though urban alone plan absence cup like sing pick distance start on safety competition cheap drink positive exist bottom soft bar initial pain site year remind obviously title save enough start vast reveal confidence credit where admit task policy time remain law vital pound insurance output likely select slip because