The Workplace Communication Assessment (a freebie on this site) is being tested this month with a large group of managers and staff. I’m looking to see whether it is true that “organization culture” is a product of communication problems.
This assessment has 56 questions, so it takes about 15 minutes to fill out completely. But when each person finishes it, they receive feedback on how to resolve their biggest workplace communication problem. Of course, each person may see a completely different thing as the “biggest problem”. But when we look at them all together, a pattern will likely emerge.
One thing we’ve already seen is that most people don’t think they have any power over changing those patterns. Diana is a manager who was frustrated about getting her portion of the budget transferred to her control. “They promised they would move it over,” she said, “but it hasn’t happened yet and I don’t know who to talk to about it. I’m hoping they will do it soon.”
Ah, the infamous “They”, source of all troubles. We had been talking about making good requests, getting good promises, and establishing firm agreements. But Diana still didn’t see her solution.
“What if you could find out all the key people involved in making the transfer happen?” I asked her. “Then maybe you could make a good request for action by the end of the month?”
We talked about the details for a few minutes, then the lights came on in her eyes and she said, “Yes, I can do that. In fact, I will do it. Maybe even by Friday!” Everybody in the room applauded, including me.
Realizing that our conversations have the power to change things is wonderful news. I’m excited to see what will happen when a whole group of people chooses some negative part of their culture to upgrade. Tomorrow they will look at their patterns of communication and pick a target or two. Power to the people!