Tag Archives: Subordinate

How Do You Improve Communication Skills? Four Strategies

Situation: A CEO wants advice on how to strengthen his communication skills. In particular, he is concerned that occasionally his direction of subordinates is misunderstood. What are the best techniques to communicate clearly and assure that the other party understands not only the direction given, but responds positively to the way that direction is given? How do you improve your communication skills?

Advice from the CEOs:

  • When Delegating equals Empowering, this immediately eases communications.
    • In part because the empowered employee will be more at ease talking and working with the person who delegates.
    • A quick read – The One Minute Manager by Kenneth Blanchard – provides excellent techniques for communicating effectively with subordinates.
  • Before concluding any conversation involving the delegation of a task or responsibility, make sure that both the delegator and the person delegated to repeat back their understanding of the task/responsibility and what is to be accomplished.
    • When a subordinate provides information, say “Let me be sure that I understand you. What I heard was _______. Did I understand you correctly?
    • This helps assure both parties that understanding is mutual.
  • When assigning a task or responsibility to another take one of three tacks:
    • “So that we are on the same page, please repeat for me your understanding of the (task/responsibility) and the deliverables.”
    • “Based on our discussion, what do you see as the next steps? When do you anticipate that you will be able to complete them?”
    • (After the individual has demonstrated that you both have the same understanding, or any discrepancies in understanding have been cleared up) “Thanks, would you please send me an email documenting this?”
  • If a documentation hand-off is involved, go back to the broad task or objective. Ask for their understanding of what is to be accomplished and when this will be done.

[like]

How Do You Motivate a High-potential Individual? Five Points

Situation: A CEO has a high-potential manager who heads a remote office of the company. This individual seems most comfortable with hands-on work, but the CEO believes that she has the talent to grow into a superb manager with broader responsibility within the company. How do you motivate a high-potential individual?

Advice from the CEOs:

  • The key is the motivation and ambition of the individual. Without this the individual will not make a successful move in the direction that is sought. Understand and respect her goals and interests.
    • Two books by William Ury may help: Getting to Yes and Getting Past No.
    • The potential danger is the Peter Principle – that the individual will get promoted to their level of incompetence.
  • Does this individual have a talented subordinate who could take on additional responsibility – to back-fill for her as she takes on new responsibilities?
    • The process of training an individual like this will become an important growth exercise for her as a manager.
  • If the individual agrees that she wants more responsibility, look for a mentor for her, or hire a trainer to work with her to facilitate the process.
  • If she is amenable to the move that the CEO envisions, establish written SMART objectives to guide her development and assumption of new responsibilities. This will give her a road map to success.
    • SMART Objectives – Specific Measurable Attainable Relevant and Time-bound
  • If she prefers her current track and responsibilities to the vision that the CEO has for her, the CEO may want to develop her subordinate to fill the desired role.
    • There are many cases in which a talented subordinate has surpassed not just one but many of their supervisors.

[like]