The Way We Communicate
“The two words 'information' and 'communication' are often used interchangeably, but they signify quite different things. Information is giving out; communication is getting through.” Sydney J. Harris
Our ability to communicate is a defining function of the success of our species, in Yuval Noah Harari’s book Sapiens he credits Homo sapiens ability to ‘gossip’ as the key to forming larger, more successful and stable bands.
In modern times communication occurs in a multitude of ways thanks to the introduction of technology, and while it is largely immeasurable, the question mark hovers around priority, effectivity and necessity.
Considering the role of communication as a function of organisational culture, it provides us with context to understand those around us, a platform to share conceptualise and collaborate and most crucially the chance to form meaningful relationships.
With that, this blog starts with a few questions:
What does the process for communicating look like for yourself, your team, and organisation?
How effective is that?
Inspired by Boris Groysberg & Michael Slind from Leadership is a Conversation here are four approaches on how to build improved communication processes.
Intimacy
Communicating with an emphasis on an exchange of ideas from all levels of an organisation. Ensuring that leaders cultivate this environment by encouraging both leaders to team members and peer-to-peer ‘micro comms’, with a focus on asking and answering questions as opposed to directly ordering.
Interactivity
Establishing and encouraging social thinking, to consider the points of view, emotions, thoughts, beliefs, prior knowledge and intentions of others.
Inclusion
The focus on inclusion empowers the workforce to freely exist outside of just their job title, creating a safe workspace to promote creativity and expression, and weaving our human tapestry.
Intentionality
Communicating intentionally through active discussion and debate, where leaders and their teams work together to create strategies and the necessary action.
Fundamentally, the baseline starts with developing strong relationships between all levels of an organisation. Following this, communication effectivity is ever-evolving and needs to be constantly considered. It requires leaders to provide autonomy for their team, which in turn creates responsibility for those involved.
The belief at 100 & First is that by investing in the social capital and getting the foundations - such as effective communication - right, then the natural by-product is that people better enjoy what they do, who they do it with and who they do it for. And so in turn, will be better at their jobs and improve the performance of the organisation.
Tom Bednall, Commercial Director