The Difference Between Talking and Communicating

July 22, 2009

Watching how the turmoils of both the business and non-business worlds are presented, it never ceases to amaze that the quality of communication is so poor.  Listening to politicians, bankers and members of the clerical authorities on various radio and TV programmes recently, it becomes apparent that they are talking to – but not communicating with – the public.  A senior minister recently was transparent in how she was accessing the pre-programmed PR script.

Talking is easy – pick a few words and repeat.  There is no need for engagement with anyone else, no desire to change your own view of the world based on what someone else has to say and, apparently, no real understanding of the impact of the words. Communicating is harder but it has a far longer impact.  A dialogue is after all is two way – else it would be called a monologue. It is premised on listening to what the other has to say even if this means changing what the original position or intent was.

A bit more communication might actually convince people. Talking to them only leaves the suspicion that something is not being said.

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The Power of 3; Concerns Issues and Problems

July 22, 2009

A large number of problems are caused because we fail to give them the proper attention they deserve.   Many managers become attuned to concerns amongst their team – that first dip in performance, the inappropriate behaviour or the out of place comment.  However, because we are all busy, we don’t want to rock the boat or we don’t know how to address the matter, it is easy to ignore it.

Concerns can be solved relatively easily if attention is paid to them early on. However, if they are ignored, a pattern can be repeated and become an issue. More serious than a concern, but not yet a problem, issues can still be resolved if some effort is made.  However, it is typically only when something becomes a problem will we pay serious attention.  Solving problems takes effort, time and resources.  Quite often, the matter goes beyond an informal resolution with HR or senior management becoming involved.

When concerns raise their head, we should pay attention thereby preventing many of them from becoming problems.


Welcome to the Dynamics of HR Blog

July 22, 2009

Welcome to the Dynamics of HR blog.

The purpose of this blog is to post what I hope will be useful thoughts, links and case studies on the area of people in organisations. This will range from day-day people issues, wider change management concerns and what is new in organisational design.

Please feel free to comment and add your own thoughts.

Shane Twomey

HR Dynamics

http://www.hrdynamics.ie