... for worse, the more the growth, the more the need
for structure to solidify communication and thus reach the objectives.
New people do not have the background or intuition to know what the
team ... together. They do not
have the history of relationship nor the informal process that took place.
Defining Terms
Here are definitions of the terms workflow process and project man...
... book from others on the topic are the practical tools like the step-
by-step how-to’s and the real-world management examples. They cut
through the theories to enable you to analyze your communication ...
Advance praise for The Communication Problem Solver:
‘‘You must read this book to conquer communication concerns once and
for all. Nannette Carro ll’s The C ommunicat...
... enable employees to believe that
the manager knows the direction and is there to support the employees
achieve the goals.
In short, to set clear expectations for others, you must first know
clearly ... self on current trends
Lead the Meeting(s) with Your Boss
Open the meeting with a recap of the purpose of this communication on
expectations and responsibilities. The purpose i...
... questions so the employee can solve
his own problem. These questions aid employees in discovering more
about the problem and enable them to develop their own process skills.
For problem solving ... other groups are impacted? What is the best way to
work with them on this? What trade-offs need to be made?
What are the alternatives? What other choices are there? How do they
compare...
... forget the details that led to the judgment in the
first place. The solving is in the details, not in the label. Peel back the
layers. Analyze the facts of the situation rather than targeting the ... above examples, the de-
scriptions are vague and the problems unsolvable. The labels they call
each other perpetuate their current perceptions. These self-fulfilling
104...
... about how to proceed
in the future. The sooner you take the opportunity to handle the ambigu-
ity they face, the better. Clear expectations and role definitions will help
point them in a decisive direction. ... Tolerate others’ stress and help them find a process to ad-
dress their own concerns. Helping them can buoy up the relationship.
Some managers need to remind themselves to st...
... experienced.
1. Issue: Working through problems with people who wanted your
job.
2. Problem definition/facts: They may say they deserved the job
and you didn’t. They may try to sabotage your success ... working.
2. Problem definition/facts: The manager observed the employee
doing social networking on the phone and on nonwork Internet sites
over the last month. He does not know how...
... that the employee is a valued member of
the team and that you want to help the person thrive on the job.
Positive coaching behaviors on the part of the manager will reinforce
the message the coaching ... not get the work done as well as it would be done if
the managers do it themselves. Some at least want the work done the
way they always did it. It has worked well in...
... stay because they know Marilyn appreciates
them and cares about them.
‘‘We do get involved with their families,’’ Marilyn says. ‘‘If there is an
emergency, we are there for them. If they are ill, ... speechless in their chairs. Then we began a discussion
on how the participants could use what they were learning in the class
to provide that kind of environment for their own staffs.
The n...
... standards, 268–270
judging
with body language, 126–128
dislike of, 106 107
negative, 102 103
typical, 103 106
untangling, 108 109
A
PPENDIX
B: C
OMMUNICATION
I
SSUES
U
NIQUE TO
F
IRST
-T
IME
M
ANAGERS
> ... and the direct reports because the roles are
blurred. It is unclear when the manager wears the peer hat and when
she wears the manager hat.
When you are given the ne...