Communicating Effectively Throughout the Organization

I have continued to preach that you have to stay close to your CEO, communicate daily with him/her as well as have daily meetings. I am sure I do not need to tell you that it is equally important that you are able to communicate across the organization to be effective.

If you are a good communicator you should be able to portray a high level of self-confidence, self-concept, and project a positive external image to the managers you support up, down, and across the organization. There are ways to do this and the best way is to make sure you have established  trust and credibility. If you have these two(2) key elements you will have stronger working relationships with those that you support. These key elements are the foundation of your level of effectiveness in your organization.

If you have these two(2) building blocks you then need to make sure you are an effective influencer,that you provide a clear and direct image and knowledge base. You need to make sure you have targeted your audience and built a message that is clear and concise that people understand and not mistake or feel it is HR speak. If you can do this you will reap beneficial results for your project/program/initiative or whatever. This will also flow though to your subordinates.

I hope that this short message on communication is helpful especially to the mid-level HR manager, director. For those at the top, the CHRO, CPO you should already know this

Did You Communicate Your Profit Goals

I just finished Ram Charan's book "Profitable Growth" and found as I have with his other books profound wisdom in the art of leadership communication. Although I communicated to my staff over the years the revenue and profit expectations of the company each year I know for a fact other senior managers did not.

In the book, Charan explicitly says that for the comapny to reach its targets it needs every employee engaged in the goal. I know for a fact that this was one of my company's flaws. It really never communicated from the top what was expected, we only heard when we did not make our goals in quarterly meetings.

If you are a true HR leader, you should make sure your CEO is on the same page as Charan expresses. Get everyone involved from the get go and that is how you achieve your goals. All are on a positive slope.

Are You #2 in Your Company? If Not Ask Yourself Why

I am re-reading "Winning" by Jack Welch and again was reminded of how lucky I have been in my HR career. Since 1978, when I worked for Stone & Webster Engineering Corporation, I have had the great opportunity to work for CEO's that saw HR was a key player on their team. I remember my first meeting with Willard Sweetser, my first boss in New Jersey, when he asked my how much I knew about business and not HR. We sat and discussed our views for about 3 hours when he finally said, "you move into my office with me" you are my #2 person on this job.  That has been my joy and luck over the years working for CEOs, them viewing HR as their right hand and left hand along with the CFO from NJ to Oak Ridge, TN, to Boston, to LA, to GA.

Jack Welch was asked at a meeting in Mexico how he viewed HR and his answer was swift and direct, "without a doubt, the head of HR should be the second most important person in any organization". With an audience of 5,000, he asked how many CEO's in their company viewed HR that way. Well, about 50 hands went up and Welch was astounded but not surprised since it has been his experience when he asks that question during his speaking tours.

If you are not the number 2 in your organization you have to ask these three questions as to why:

1. can your CEO/senior management team quantify your impact on the organization?
2. have you gotten relegated to administrivia, a catch all for programs, benefits and the like
3. are you twisted up in palace/organizational intrigue?

If so, you need to re-think how to quantify, delegate, and pass on politics. So where do you stand? Then after you ask yourself that question read Jack Welch's book and you will find out many answers to your question. It is a great read for HR practicioners.