tailieunhanh - The Communication Problem Solver 7

The Communication Problem Solver 7. Managers need top-flight communication skills to keep their staffs productive and collaborative. But often, those who manage lack the ability to get things back on track once miscommunication occurs. This book helps readers analyze their communication skills and challenges and explains how they can use simple problem-solving techniques to resolve the people issues that derail productivity at work. Easily accessible and filled with real world management examples. This no-nonsense guide is packed with practical tools to help any manager be immediately effective, as well as a handy list of common communication problems and corresponding solutions | The Secrets to Creating and Sustaining Energized Relationships Setting Turbocharged Expectations for Your Staff Once you and your boss finalize the Clarifying Expectations Worksheet or your version of such a worksheet it is time to trickle the communication over to your staff. You need to clearly set expectations for your staff. They need to be crystal clear on their responsibilities and levels of authority so they can meet your expectations. If they are managers you might ask them to use the same worksheet that you did. If they are individual contributors ask each direct report to make a list of what they think their responsibilities and performance expectations are. Ask them to indicate what level of authority they think they have for each of the responsibilities. Then follow the same steps as you did with your boss. Meet with each person and discuss areas of agreement and what must be modified added or deleted. Set up a weekly meeting to stay in continual communication about how well the performance expectations are being met. Establishing transparent expectations and using the communication techniques recommended in this chapter will enhance your direct reports ability to obtain quality results on time. You will also forge and bolster trustworthy working relationships and prevent people problems. How Performance Expectations Link with Delegating Giving Feedback and Coaching Since performance expectations are what you are trying to attain they are the basis for any conversations you have with employees when delegating. To perform well the employee must understand the assignment being delegated. He must know whether he has full authority on all aspects of the task or project or if he needs approval. He needs to know when you both will meet to discuss the checkpoints. At the checkpoints or whenever it is appropriate you give feedback on progress. Feedback should relate back to the performance expecta-tion what the employee was asked to do. When you coach again the