Clarity
In an age of meetings and email, you’d think information flow and understanding inside an organization would be in a constant state of improvement.
OK, you can stop laughing now.
But there’s something in that statement that should bother every manager. Because even with all of our communication tools, many of our colleagues do not know the game plan.
A recent study by Harris Interactive had 64% of respondents agreeing with the following statement:
“I’m confused. Who’s doing what?”
The confusion, or lack of clarity, is really a form of conflict.
- Conflicting priorities
- Lack of communication
- Lack of understanding about what is urgent
Amazingly, personality conflicts only popped up 3% of the time as a problem, hugely dwarfed by the three bulleted items above.
And what does conflict lead to?
- Lost productivity
- Low morale
- High turnover
- Low confidence in the organization
Not a nice list, eh.
So, for 2015, the solution may not be a fancy consultant or piece of software. It may simply be some clarity.
- What’s the plan?
- Who does what in the plan?
- What is urgent? What are the priorities?
And the great thing (or sad thing) is that, in theory, the clarity should be easy to find – each organization should be clear on what it is doing and why.
Now, we both know that organizational clarity is extremely difficult to produce.
Well, then put that to the side and do this.
Be as clear as you can be moving forward.
The next message you send, send it with crystal clear clarity.
Deadlines. Responsibilities. Expectations.
Banish the fog.
Good things should happen.
