Communication,and,Normal,false business, insurance Communication and Communication and Communication!

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Normal 0 false false false EN-GB X-NONE TH MicrosoftInternetExplorer4 st1\:*{behavior:url(#ieooui) } /* Style Definitions */ table.MsoNormalTable{mso-style-name:"Table Normal";mso-tstyle-rowband-size:0;mso-tstyle-colband-size:0;mso-style-noshow:yes;mso-style-priority:99;mso-style-qformat:yes;mso-style-parent:"";mso-padding-alt:0cm 5.4pt 0cm 5.4pt;mso-para-margin:0cm;mso-para-margin-bottom:.0001pt;mso-pagination:widow-orphan;font-size:11.0pt;mso-bidi-font-size:14.0pt;font-family:"Calibri","sans-serif";mso-ascii-font-family:Calibri;mso-ascii-theme-font:minor-latin;mso-fareast-font-family:"Times New Roman";mso-fareast-theme-font:minor-fareast;mso-hansi-font-family:Calibri;mso-hansi-theme-font:minor-latin;mso-bidi-font-family:"Cordia New";mso-bidi-theme-font:minor-bidi;}I am sure that everyonewill agree that effective communication is challenging and leading anorganization successfully, brings along such a challenge.  Many things succeed because of good communication,while many failures are blamed on communication as well.  The trick of the trade is whether thecommunication is “effective”.  Lately, I have been inseveral meetings with clients who wish to request for training, training andtraining.  I always try to spend some timeto understand their organizations and pitfalls as much as possible beforeaccepting the deals.  I do this isbecause sometimes training is not always the sole answer.  In another angle, understanding the inside ofthe organization(s) will be a good support for the effective training.  The main issue of mostorganizations, - as we all know is-  “effectivecommunication” Especially in all growing companies or in companies that grewvery big.  I think, in Thailand, thecommunication problems are also from cultural issues.    Many people like to say“your silence” will win the argument! This is reminded andre-enforced especially when any couples or any group of people have different conflictingopinions and start to argue.  In Thailand,whoever keeps silence, that person is viewed as calm and mature.  Many Thai senior management members I haveseen adopt the silent character in managing people and start NOT to communicateespecially in difficult sensitive situations within the organization.   However, many times, Ithink, many people are just too lazy to talk, uninterested to listen, tiredto stay focused on a problem and too bored to understand others,because we think it is not that necessary. In consequence, a symptom of “no communication” culture created within acommunity or an organization.  Thishappens from a format of lover, family to company operations.   Now back to anorganizational operation. I like to share with you some short procedure ofeffective organizational communication. Simply follow through the “5T’s” as follows:  Topic, Time, Talk, Tap, Trace I will discuss more indetails with short case studies / examples in future articles, but this time, Ijust wish to touch lightly on the followings: 1. Topic: Manytimes, many mangers don’t know what “topic”, what issue and what subject thatthey really need an official communication. Most of the times, I can see andhear only: “this is the new policy, new rule, new instruction,  just issue a memo and done”.    2. Time: Manymangers do not give enough “time” or spend no time at all for communication.  Effectiveness of communication depends ontime investment we are willing to put in. Many managers often say: “I am busy; please make this staff meetingshort”.  This behavior is really a badsign and I have seen so much of this.   3. Talk: Pleasefind the right “talker”, the right communicator or the right translators.  I have seen many good managers but it doesnot mean that they have good communicating skill.  The way they deliver messages is notinspiring, not attractive, not caring. They usually make more than half of the staff in the meeting room fall asleep!  I am certain that many people do have lots offunny example or stories of this.   4. Tap: Themanager must be able to tap on important issues during a meeting or during any communicationprocess, as some issue raised might cause failures, or are critical enough tocause failure in people management or organizational management. So, managersmust have a tapping skill in communication mode.   5. Trace: Tracingthought either (good or bad), especially after you tap on the issues raised andensure it is followed up, monitored and then well communicated again.    To me, the mostsignificant “T” are the first three T(s)!. If managers are not capable to know what issues need communication, andhaving an attitude of “I am busy, please make the meeting short”, plus, themanager is emotionless in delivering any message,  then there is no need to think about effectivenessof the last two T(s).