Organizational Communication

IABC Canada Business Communicators Summit

by sue on November 25, 2012

Organizers of Trends 2013, the IABC Canada Business Communicators Summit, held November 1-3 in Ottawa, aimed to inspire communicators with ideas we could use in the immediate future, not some distant someday. That’s what they delivered. A look at tweets the conference inspired shows I’m not the only one who thought so. Epilogger #cdnIABC2012

The weekend was designed to provoke conversation. The opening night Silver Leaf Awards banquet had a “Mad Men” theme. Some folks thought it was hilarious. Others considered a look backwards to the world of “spin” a poor choice for celebrating the best in Canadian communication. Either way, it set us up for the weekend talking about branding and ethics and the changing face of our industry.

Fascinating keynote sessions . . .

Saturday’s mix of keynotes, panels and breakout sessions, began with a talk by Darrell Bricker, CEO of Ipsos Public Affairs, specialists in social research and reputation. Anticipating dry pollster babble, the audience was surprised by a lively session in which Bricker used research data to show us how Canada is changing. As a group, we got every answer on his quiz wrong. We also discovered (or rediscovered) that numbers tell a story and research can be fun. We headed into the rest of the conference with the realization that many of the notions we hold – as communication professionals and as citizens – are out of date. What other “truths” might we need to give up?

IABC Newfoundland colleague Martha Muzychka shares her impressions and more details on Bricker’s talk in this excellent summary.

The second keynote of the day came from Jennifer Stoddart, Privacy Commissioner of Canada. She referred to a “tsunami of personal information” that has spawned a $30-billion industry to manage, use and protect it. Stoddart is determined that her organization make a difference. Its monitoring and investigations have forced Google, Veterans Affairs, Revenue Canada and many other organizations to change their practices after their actions brought protests from consumers and citizens.

What does privacy regulation mean for communicators? “Build privacy into the front end of every change. Don’t wait to be brought in to clean up,” says Stoddart. To help us, her department has a template for developing a privacy policy. [Read the whole post...]

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Why org charts can get in the way of change

by Andrew on April 20, 2011

The most common maps of enterprises are hierarchical “organizational charts”. We see them everywhere. We depend on them to illustrate the structural elements of an organization and identify the people working within them. Their underlying organizing principle is top-down granting of authority.

Getting work done in organizations depends on relationships that traverse these artificial boundaries. Collaboration and “cross-functional” teams are a necessary feature of organizational life.

“… understanding how networks work is an essential 21st century literacy.” — Howard Reingold

A critical element of successful communication is knowing your audience. If you need to communicate important information and you’re relying solely on the corporate hierarchy to cascade it from the top, with the attention it deserves, I’d urge you to reconsider. Working with key influencers to craft “viral” messages can have far greater impact. Critical change initiatives need support from critical people. If you can’t identify them you’re flying blind.

The map is not the territory

Head buried in the org chart If you think your organizational chart represents the relationships that get work done you need to pull your head out the sand (or the chart).

It’s amazing how much attention is paid to the hierarchy documented in the organizational chart. All of us, when asked, will freely admit that the relationships required to get work done are not illustrated by an org chart.

The reality of the modern organization is that it’s a network. It is the sum of social and working relationships that traverse both organizational silos and levels. The “old boys’ club”, the grapevine, even the smoker’s huddle indicate networks that use informal paths of communication to share trust, knowledge and support.

Organizational Network Analysis

Adopting a network view Organization as network is much more useful when it comes to understanding connections between people in organizations. We’re social and form relationships of commitment and trust we need to achieve both personal and corporate goals. This mesh of personal interaction isn’t revealed by an organizational chart but exists nonetheless.

Working with key or central people within these networks can amplify communication efforts, accelerate change and identify opportunities to promote development. If only we could identify them.

Making invisible connections visible

Tools and processes to do just that are readily available – Organizational Network Analysis or ONA. This type of analysis isn’t a new idea. It’s been used since the 1950s. Pioneers and advocates in the field like Valdis Krebs , Rob Cross and Patti Anklam, among others, have a significant body of experience in making invisible organizational links visible. Growing awareness and analysis of network dynamics has been sparked by internet communities like Facebook and LinkedIn. In parallel, Organizational Network Analysis adoption is finding new advocates. And new providers of tools, analytic software and services like Netview and Keyhubs are emerging.

This is an important and useful tool to consider when thinking about how to make your organizational development or communication initiatives work best.

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Brainwriting – Brainstorming Introvert-style

by Andrew on September 21, 2010

Introvert vs Extrovert thinking styleHave you ever encountered a group meeting; brainstorming, retrospective or other variety that was simply dominated by an outspoken minority? This often happens despite the best intentions and efforts of the meeting chairperson or facilitator. The result can be a fairly predictable set of proposals that rarely stretch any boundaries. In his book “Think Better” Tim Thurson calls this unfortunate result “braindrizzle”.

The likelihood of this dilemma is higher self-organizing teams where a facilitator role is absent. And the risk of skewed participation in a mixed group of introverts and extroverts in this case is even greater. Recently, project management consultant Johanna Rothman said, “It only takes one extrovert to kill a team of introverts.” How then to ensure the best thoughts of all team members are aired?

Not everyone is comfortable with the open outcry methods of traditional brainstorming techniques – least of all, those of us who prefer some time for reflection. “Brainwriting” – the silent cousin to “brainstorming” – is an important and useful technique that gives everyone equal opportunity to contribute their thoughts. It overcomes the “social disadvantage” on the part of introverts by ensuring the loudest (or most glib) voices don’t prevail in a group discussion. The added time to reflect on suggestions is a boon to introverts without stifling extroverted inclinations to be heard. We can easily adopt this process without cost or strain.

[Read the whole post...]

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Don’t confuse the issue with facts!

by Andrew on September 13, 2010

talk_to_wallHave you ever tried to win someone over with a clear, fact-based proposal only to have them become even more fixed in their current (in your view, misguided) position?

Earlier I wrote about the resistance to give up ideas being as difficult for us as giving up more tangible things we own.

A useful variation of this notion is examined  in an essay called How Facts Backfire. by Joe Keohane in the Boston Globe.  A key insight: “In reality, we often base our opinions on our beliefs, which can have an uneasy relationship with facts.”

The essay looks at the findings of political scientist Brendon Nyhan, who studied the puzzling behaviour of people who become more entrenched in their beliefs when confronted by contradictory facts. Unfortunately, this behaviour is as common in the workplace as it is in the political arena that Nyhan examined. Our default position in the “rational” business world is to make fact-based decisions based on clear evidence. When we propose change based on the facts of a given situation we’re often puzzled when met with “irrational” resistance.

[Read the whole post...]

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Real Conversation – Part 2

by sue on May 22, 2007

Brheadsvsml
Here’s Part 2 of the condensed version of the arguments supporting giving face-to-face communication more attention. They are extracted from Real Conversation – the most powerful business tool your organization will ever use, my presentation at the recent Ragan Corporate Communications Conference.

Brain scientists speak: “Humans have to talk!”

Developments in neuroscience are showing us that conversation has tangible physical effects on us as human
beings.

In an era where people are paid to think, it’s probably no coincidence that there’s a lot of research examining how our brains work. Using new tools, graduate students everywhere are hooking folks up to functional MRIs to see which parts of their brains light up when they do or think
about various things.

There’s evidence that we’re genetically “hardwired” to communicate face-to-face. Moreover, we actually need the company of other humans. It keeps us
human.

Read the whole post!

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Real Conversation – Part 1

by sue on May 22, 2007

Conversation_small
Earlier this month, I spoke at the excellent Ragan Corporate Communications Conference, in Chicago.  My topic? Real Conversation – the most powerful business tool your organization will ever use.

One of the topics I tackled was how to convince leaders and managers to pay closer attention to conversation in the workplace. People found it useful, so I thought I’d share it with my regular readers. So here – in two installments – is the Reader’s Digest version of that section of my talk.


Making the Case for Face-To-Face

OK. Here we are, face-to-face, because that’s the way human beings were meant to communicate. We’re here to have a conversation about conversation. More precisely, we’ll discuss ways to get authentic, productive, valuable, human conversations going on in our organizations, instead of the same old bla bla bla – or worse – silence. It’s a quest organizations have been on for a long time.

I recently read a story from the 1950s. Before he founded WL Gore & Associates and started making GoreTex, Bill Gore, worked for chemical giant DuPont. He observed that there were only two places at work he ever heard a meaningful conversation. One was on task forces, where people have a clear and important short term purpose. The other was the car pool. In the car, everyone was equal, everyone was smart and the conversations were brilliant. Unfortunately, when they reached the parking lot, everyone straightened their ties, put on their work faces, stepped into the hierarchy and – conversation over.

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