Your team is struggling with communication gaps. How can you help your middle manager bridge the divide?

Most communication gaps arise from our unconscious Ego tactics. These unintentional behaviors, tones, mindsets, and beliefs tend to sabotage our impact. Communication gaps can include over or under communicating and speaking from your own Ego perspective which triggers the other Egos on your team. An easy way to overcome communication gaps is to identify the different types of Egos on the team. The language can be tailored to empower and motivate each player instead of discourage and shut them down. For example: Complier Egos want be liked so they often sugar coat to much. Protector Egos want to know facts and stats and leave out a lot of details. Controllers like to win and be the best which can make them too direct and intense.

Na minha experiência, uma das coisas mais úteis para resolver lacunas de comunicação entre gerentes intermediários e suas equipes é Desenvolver Habilidades de Comunicação. Muitas vezes, as falhas na transmissão de informações e expectativas claras podem ser superadas com treinamento direcionado. Invista em workshops ou sessões de treinamento focadas em habilidades de comunicação eficaz, que incluam técnicas de escuta ativa, expressão clara de ideias e, especialmente, como adaptar a mensagem ao contexto do ouvinte.

To address communication gaps within your team, start by thoroughly evaluating the situation. Engage with team members individually and observe their interactions to pinpoint where misunderstandings or communication failures occur. Analyze both verbal and non-verbal communication, as well as the tools and channels being used. Once you have a clear understanding of the issues, you can develop a tailored plan to address the specific needs of your team. Encourage open dialogue to foster trust and transparency. Create a safe environment where team members feel comfortable sharing their thoughts and concerns without fear of retaliation. Regular team meetings or one-on-one sessions can facilitate this openness.

Clarity and connection are two rails that typically bridge communication gaps in a team. As Leadership Development Coaches we can help by asking the team questions to surface who needs to know what and by when. Often teams do not take the time at the front end to establish this level of clarity, and if they have they often don’t monitor and maintain it as the organization grows and changes. A coach can help normalize the topic of communication by coaching toward agreement on clarity. The other is connection. This is about using coaching to foster meaningful relationships. When I know and value my team members and the difference that effective communication makes to their lives, I care enough to just do it.

Investing in communication skills training for your team is essential in bridging communication gaps. Consider workshops on active listening, conflict resolution, and effective speaking. Equipping your team with tools and techniques for enhanced communication can significantly reduce misunderstandings and improve overall team cohesion. Take the initiative to strengthen your team's communication capabilities, fostering a highly collaborative and harmonious working environment.

At times, communication challenges within a team can arise from complex or inefficient processes. Assess the communication channels and platforms your team utilizes and identify areas for simplification and enhancement to enable fluid information flow and easy accessibility for all members. Consider integrating multiple communication tools or establishing clear protocols for sharing information. Streamlining these systems ensures more effective information exchange, fostering stronger collaboration, and ultimately contributing to improved team performance.

To help your middle manager address communication gaps, streamlining communication systems is key: 1. Assess Systems: Review current tools and processes to find inefficiencies. 2. Clear Channels: Establish distinct channels for different communication needs. 3. Standardize Practices: Develop and implement consistent communication guidelines. 4. Training: Provide training on effective communication techniques. 5. Feedback: Implement a system for regular feedback to refine practices.

Creating a feedback loop involves four key stages. Here's how you can create one: 1. Evidence: Collect data or observations that provide clear and objective information about the behavior or performance you want to address. 2. Relevance: Ensure that the feedback you're providing is directly related to the goals of the individual or the organization. 3. Consequence: Communicate the potential outcomes of both changing and not changing the behavior. 4. Action: Toegther develop a plan for change that includes specific, actionable steps. Remember, feedback loops are not just about pointing out what's wrong; they're about creating a path for improvement and learning. It's a continuous process that encourages growth and development.