Conversations Without BoundariesWe talk a lot about people, relationships and how we interact and communicate, both personally and professionally. There’s overlap to be sure, and as professionals we know where to draw the line. It can sometimes be tricky though, managing our personal persona against our professional one. Certainly, we behave differently at home than we do at the office. But it’s not about wearing sweat pants and flip flops – it’s about how we share and converse – it’s about a level of engagement and investment that far trumps what we do at the office. And it’s because we have a deep sense of personal freedom that allows us to be who we are and have conversations without boundaries. But what about our professional lives? Is it possible to have that same freedom and have ‘conversations without boundaries’?
- The Transparent Workplace
It’s time to practice open and transparent communication and actively share information across the organization. This will demonstrate trust and confidence in your team members. Company leaders should share as much information with their teams as they can, including meeting notes, customer feedback, key data on financials, targets, fundraising, and new hires. We read this recently – “People you want to hire at a startup are those who are smart and ambitious enough to want this information and will use it to make the company better.”
- Get Rid of “Us vs. Them”
“According to a 2012 Salesforce.com CRM +1.49% study, 86% of executives blame workplace failures on a lack of collaboration and poor communication. This secretive “us vs. them” mentality can lead to interdepartmental friction.” We believe that leaders need to build practices that strengthen relationships between different teams. In fact, we are big believers in networking within a company. It goes a long way in facilitating collaboration and a very shared environment.
- The Truth is Out There
Ask for truly open and honest feedback and be ok with what you hear. So, how should leaders seek out the truth? Well, you know we’ll say that they need to start with a POPin session. But they can also make it clear throughout the organization that honesty in feedback is imperative. People should feel comfortable and not fear persecution for honest feedback, even if it’s harsh. A study of 400 executives showed that the most effective leaders actively seek negative feedback. They let it be known that they are open to receive critiques either of their ideas or their leadership.