The goal of a company is that it should create value through the co-operation of its employees and to do this in an efficient and competitive fashion. Such co-operation is created by communication. This is how we exchange information, work together or form a team. Communication is in this sense the organisation’s blood-circulation, this is why it is important that it should be healthy and functional.
The corporate communication audit is a complex, business oriented process aimed at improving efficiency and quality. Its goal to support the overall business concept and develop an up-to-date management model. It grants sufficient room for innovation, leadership and thorough planning, as well as lending active support to the community itself. The audit opens the gates for access strategies and improving the rationality of process-related communication.
#impass #information loss #dominant gossip #lack of co-operation #overwork #lack of motivation #large distance between leaders and subordinates #high staff turnover #blocking #increase in waste #drop in quality #worsening norms.
Corporate gossip is not necessarily a problem in itself as long as it serves the cohesion of the community within healthy boundaries. If, however, it steps beyond these limits and takes on the function of work-related communication, it becomes a risk. And when is it likely to overstep the healthy and safe boundary? When the existing formal systems of communication fail to serve people’s need for information
Gossip control serves to identify symptoms, explore in-depth causes, analyse connections and help restore or create a healthy balance between formal and informal communication which is no longer a burden for the organisation but a useful set of tools, a factor for improving efficiency. This is how we can provide a condition where communication brings money instead of draining money away.
#dominant gossip #rumour #informal opinion leaders #common misconceptions #losing control #waterproof layer in communication #declining leadership credibility #distrust int he community #loss of workforce
ACCESS STRATEGY – COMMUNICATION FRAME SYSTEM
Audit of company communication and processes is to be followed by developing the frame for action. For this we first need to be able to reach everyone relevant both in and outside the building, and do this in a quick and effective manner with the fewest possible mediators.
Why do we talk about access strategy instead of the usual, traditional communication? Because today we need far more than that. Access implies the need for efficiency. In other words, communication should not become self-seeking or get blocked or distorted as it often happens in the corporate sphere between departments, organisational units or levels of the organisational hierarchy.
An access strategy is a complex system based on business considerations which provides a frame, shapes people’s attitudes, involves, secures flow, measures, analyses and intervenes whenever necessary. Access strategy serves an achievement oriented management and renders communication streamlined, lean and effective.
#loss of direction #absence of responsibility #unclear competencies #self-seeking action #passivity in communication #abandoned employees #increasing employee turnover
SPECIAL AREAS OF COMMUNICATION – LEAN, PROJECT, QUALITY AND PROCESS COMMUNICATION
In order to carry out projects successfully and to introduce a ’lean’ approach effectively in the broadest possible circles and to make a profound commitment to quality there can be on common ground: professional, pro-active systemic communication planning. Anyone who recognises this can enable their organisation to provide competitive answers to today’s challenges. In fact, there is more at stake than that. Changes, new projects and processes place a considerable burden on both the organisation and the individual. The only way to provide adequate support in an environment like that is to radiate professionalism and let this lead to involvement and motivation. Today these are particularly important criteria in retaining high quality labour force. We are among the very first in the marketplace to offer systemic solutions to problems of this kind.
#resistance to change #failig lean leadership #prolonged projects #organisational resistance
INTEREST ENFORCEMENT RE-LOADED
Debating is a rare skill in today’s world, even though in fact we are badly in need of it during our day-to-day interest enforcement. Effective debating is not easy, but if we want to attain our goals we have no one else to rely on but ourselves. The culture of debate towers above many other leadership skills in the repertoire of the contemporary middle and top leader. Our development programme can help people better enforce their own needs, as well as those of their organisational unit, to have their achievements recognised and to attain the conditions and resources which are the pre-requisites of our own work. Debate is not the same as a quarrel, and any trained debater is likely to be far more successful in his or her work.
#feeble interest-enforcement # lack of self-confidence #under-appreciation #insufficient room to manouvre #forced orbit #feeble leadership