On any given day, executives from every industry are developing strategic plans. However, they have to face common organizational issues that hinder the strategies from being executed efficiently and with complete satisfaction. Senior executives are irritable and are ruminating about their departure. The staff is disillusioned, tension and insecurity impede decisions. Even with the best plans for strategic planning, there is little or no way to be getting done. The employees who are supposed to work as a team may not even wish to be in the exact same space or even be working together.
When the work environment is one of distrust and anger, productivity decreases, collaboration is reduced, and teamwork and cooperation seem to be impossible. Given these conditions, how can companies be prepared and adjust to the adversities they face? How can executives and owners gain access to their “outside thinking” thinking required to be successful? What can a business do to achieve its goals for sales as well as profit margins and growth projections when many employees can’t collaborate?
Even with the best plans, managers often forget that a solid foundation for organizational development must be established within the organization to allow an effective strategic plan to be successfully implemented. Otherwise, the process of strategic transformation is similar to building a house on top of a muddy swamp. It won’t take much time to collapse under the weight of its own responsibilities.
Let’s face it In any situation when two or more people come together to achieve something, the main element that is the base on which success will be built is solid and positive relationships. It is essential to have trusting relationships among employees of a company in order to be able to take bold, efficient actions. However, this isn’t always the scenario. In the environment that we were raised in, never did we learn the value of having quality relationships, nor how to build and sustain these relationships.
In almost every relationship, whether professional or personal, there’s the initial stage of happiness that is commonly known as”the “honeymoon.” However, it is inevitable that the honeymoon comes to an end. Although we believe that we are entering relationships on a “blank white slate” it’s not actually the situation. Every person has expectations about the nature of their relationships as well as expectations regarding the outcome. Since we seldom discuss our expectations and intentions publicly and honestly, achieving them becomes unlikely.
The consequence is that we don’t meet our expectations and misguided plans, leaving us dissatisfied and sometimes disappointed. When a failure has occurred, and the person is angry, the same mistake occurs frequently. Instead of discussing the disappointing experience or mishap, there is no communication. Communication is usually the option of the last choice.
Additionally, as we’re not taught how to handle or share our displeasures, we make the metaphorical “files” on other people and keep evidence against them every time an unfavorable judgment takes place. After being opened, these documents accumulate evidence, confirming our initial assessments and serving as the foundation for the majority of the hidden agenda of people hide from others. These personal agendas, which aren’t disclosed, hinder efforts to execute strategic plans and block other strategies. Everyone in the organization is aware of the skepticism and discomfort due to an accumulation of documents; however, no one is sure of the best way to tackle it. As the files grow because of the lack of communication and communication, the relationships within the company erode relentlessly. This is why the majority of companies aren’t at peace or a pleasant place to work, and usually, the most desirable thing that can be expected from relationships is peace and harmony.
In order to end this cycle of dysfunction in your organization, You must encourage ways to foster communication among each team member. These suggestions can create an environment in which relationships are paramount.
1. Clean the files.
Everyone must be taught that it is crucial to avoid creating file cabinets and remain in contact with colleagues. But, because many people do not recognize the importance of having good relationships and are not trained in proper communication, it isn’t always accomplished. Workmates must be aware of the reasons for keeping mental notes on each other can cause harm to relationships and set unrealistic expectations for each other.
As employees begin to realize that they cannot create files and that they must talk to one another, they are committed to their work and each other. It is a fact that when relationships are formed in the beginning, they are characterized by an incredibly intimate level of trust, openness, and trust. However, each missed communication will reduce that level and causes a decline in the interaction between employees and their morale. That’s when businesses fall victim to it. If employees are informed of their own internal file-building procedure, they are able to begin the process of eliminating the files they’ve created and also to open the door to their colleagues. The knowledge they gain of the enormous price they have paid for decreasing satisfaction, lower performance, lower accomplishments, and lower earnings provides the opportunity to teach them to talk and listen in a responsible manner.
2. Don’t speak without judgment
When people are aware of the importance of honest communication, The next step is to speak with integrity. The person speaking must be truthful and in a straight manner, but with kindness and respect. They should learn not to talk in a self-righteous way or attempt to criticize, insult or blame others for causing a negative emotion. Communication should be strictly an account of the person’s thoughts and feelings regarding an individual or event.
For instance, instead of saying, “I don’t think you’re doing enough,” or “I do like the way you deal with to your assistant,” someone might say, “I expected you to spend x amount of time every month, but you’re working only x number of hours. I’m left feeling dissatisfied and believing that I’m carrying an even greater portion of the burden,” or “I’m disappointed by the relationship you have to you secretary.” In both instances, the speaker is speaking about their disappointments and expectations that were not met instead of blame the other person. When people express compassion and talk about themselves, it helps to build rapport, and the “files” are constantly empty.
3. Listen proactively
Perhaps the most challenging part of getting rid of the piles of documents is learning to listen. When people listen at the same time, their attention is focused on themselves as well as their personal conversations and opinions. We are judging what other people are saying. Do we agree or disagree, or do we feel we agree or not? Do we believe it’s true or not? This type of listening is unproductive and can be frustrating for the speaker. The speaker doesn’t have any sense of being heard, of being listened to, and there isn’t any possibility to cleanse the files.
There’s a different way to listen, where the attention of the listener is focused concentrated on the speaker and realizing how the speaker is for them. For this, you must set aside judgment and interpretation and instead “be present” for the person you are listening to. Simply “get” the message. Be sure to really try your best to understand and appreciate the value it brings for your colleagues and help them speak. Don’t get defensive. Do not react. Don’t take their words as personal regardless of whether they might be personal. In order to give them the feeling of being heard without interruption, the most effective way to respond to an email is “thank you,” I’m sorry,” and/or both. The most appropriate answer is “thank I’m sorry for talking to me. I’m sorry. Do you have anything else you’d like to share with me?”
4. Acknowledge and accept forgiveness
When communication is completed, and all files are gone, after which, people should apologize to one another when appropriate and then forgive one another. Remember that an apology isn’t an expression of grief or an acknowledgment of guilt. If used with the most significant force, an apology is acknowledging one’s effect on someone else and a declaration of responsibility in the discontent. It’s also an opportunity for the other to accept forgiveness.
True forgiveness cleans the slate and destroys mental records, and begins the relationship over. It releases anger, resentment, and the desire to be punished. The phrase “I apologize to you” literally originates from the expression “to give as previously.” The intention is to restore the relationship back to where it was prior to the event that led to the disruption. Recognize it is an act of self-giving that you can give yourself since it eases the pain caused by anger and resentment.
Building relationships isn’t going to solve all the problems that exist in the current business climate. But, it is impossible to create the most efficient and productive workplace and attain the personal and financial success and fulfillment that everyone wants without a solid emotional connection. Be aware that healthy relationships are not created by chance. They require a commitment to each other and a commitment to the job of efficient communication. When people commit to this and follow the steps required, magic can happen.
Communication and participation become an integral part of the culture of the company as creativity and innovation increase. As a result, you have access to cutting-edge ideas and bold actions which boost your business’s efficiency and profits over the long term.