The Fox and the Hounds

When you're in deep trouble, say nothing, and look like you know what you're doing.

Leadership vs. Management

From United Technologies:

"People don't want to be managed. They want to be led. Whoever heard of a world manager? World leader, yes. Educational leader. Political leader. Religious leader. Community leader. Labor leader.

Ask your horse. You can lead your horse to water, but you can't manage him to drink. If you want to manage somebody, manage yourself. Do that well and you'll be ready to stop managing. And start leading."

The entire Policies and Procedures manual for Nordstrom personnel:
"Use your best judgment at all times."

Paradigm Paralysis

Paradigms are both common and useful. But sometimes, your paradigm can become the only paradigm. Avoid the terminal disease known as "paradigm paralysis," a term coined by the notable futurist, Joel Barker.

Individuals who say something cannot be done, need to get out of the way of those who are doing it.

www.donnamariawalker.com

dmw@donnamariawalker.com

Power Strategies

When working with clients, based upon their behaviors, not their job descriptions, I can immediately ascertain which individuals belong to which power group.

Take a peek at a few of the common traits among each group and reflect upon where you might be:

Low Power Groups:
Gossip
Threaten chaos (strike, riot, etc.)
Moral outrage (justice is on my side)
Confrontation
Do the bare minimum of job
Sabotage/Revenge

Middle Power Groups:
Don't take risks to conserve power or to keep the favor of the high power group
Mediate between high and low power groups
Paralysis while waiting for one or both groups to act
Insecurity about one's own position

High Power Groups:
Use titles, formality and social distance
Control who is at the table and the agenda
Stall, delay and use up time
Withhold and control communication and information
Pretend to be responsive while maintaining the status quo (Example: Suggestion boxes)


www.donnamariawalker.com

Strategies for the HR Professional

Here are 3 organizational communication strategies for the HR professional.

1. Improve informal supervisor/subordinate communication.
2. Decentralize decision making (i.e., responsibility to make decisions)
3. Empower employees to make decisions (i.e., authority to make decisions)

To learn more tips and ways to implement these strategies," email me today to schedule your in-office organizational communication training.


"Good organizations create a vision, articulate the vision, passionately own the vision, and then empower each other to relentlessly drive it to completion." (Jack Welch)

Climate Change

When I say "Greenhouse Effect," I'm not talking about global warming...I'm talking about your company's bottom line.

Put more "green" in your "house" by creating and promoting an open climate for effective communication in your group, church or organization.

Open Climates vs. Defensive Climates:
Spontaneity vs. Manipulation
Concern/Empathy for Others vs. Neutrality/uncaring
Equality vs. Inferiority
Persuasion vs. Coercion (Example: Please stop smoking or it will kill you vs.
Please stop smoking or I will kill you).

For more information or to schedule your free 1-hour initial consultation, email me today or visit my website.

A World of Thanks!

Thank you to all of the wonderful people from around the world who have emailed me with questions regarding organizational communication!

Regardless of where in the world we work, attend church, or volunteer, we all share the common goal of healthy communication in our organizations. Thank you for your emails & please keep 'em coming!

Not-A-Cog visitors include individuals from:
United States, United Kingdom,India, Lithuania,South Africa,Russian Federation, Canada, Italy, Australia, Iceland, Hungary, Angola, Sri Lanka, Spain

Success: It's An Inside Job

Internal feedback is essential for organizational efficacy.

Like it or not, external critics of your organization are everywhere at all times, and believe me, they are talking. Rely on your internal counterparts to help with assessment and critique.

Two questions you MUST ask yourself (and others within the organization):

1. Do all members of your organization have the opportunity to provide organizational/procedural/product feedback?

2. Does the leadership in your organization work to create a consequence-free environment so everyone feels safe to appropriately give constructive criticism?

If you answered 'no' to either or both of these questions, do yourself (and your bottom line) a favor. Email me today.

The more information you can gather, the better. Once you have gathered the good, the bad and the ugly, use your educated instincts, and act accordingly.

Life Coaching Services

I am very excited to announce that I have recently expanded my services to include life coaching.

Note: Life coaches do not diagnose or treat mental disorders.

Email me today.