Leadership and Communication in Turbulent Times

Not long ago, someone on my team shared an article with me about leadership lessons from the COVID-19 pandemic. The gist of it was that clear and transparent communication from policy leaders was directly correlated to better outcomes for their respective jurisdictions.

The article triggered a line of thinking about leadership and communication that I think is really important. In fact, I believe that this article about “straight talk” and leadership is much more on point. In it, the author talks about how honest and direct communication from management can contribute positively to teamwork and organizational success. 

This idea ties right back to what we here at Syte call the “3 C’s” — connection, collaboration and communication. In this post, I’d like to revisit that theme and explore how these three elements are inextricably linked to success at any time, but especially in times of disruption.

Communication and Leadership Go Hand in Hand

The manufacturing industry is no stranger to change. Disruptions can emerge from any quarter: technological innovation, changes in market demand, economic headwinds … the list goes on.

And while manufacturing companies have to adapt to new business realities all the time, they’re only successful when their people are informed and on board. At Syte, we’ve worked with dozens of manufacturing companies over the years as they’ve implemented new technologies and navigated change to transform their businesses, and we’ve seen this firsthand.

The best outcomes happen when leaders are direct, transparent and clear about the actions that are needed. 

Being Direct Is a Sign of Respect

For some people, the phrase “straight talk” can conjure up the image of a one-way conversation — someone delivering an unvarnished (and possibly unpleasant) truth that must be absorbed and accepted by the person hearing it. Case closed. 

But I don’t see it that way. In my experience, delivering a message honestly and directly often opens up a larger and more fruitful conversation among everyone involved. A direct message gets people on the same page quickly. They’re also more likely to give their full attention to what you’re saying, because they’re not trying to parse out what you might not be saying. 

On the flip side, not being completely honest and to the point in communicating with your team creates unease and friction. Instead of getting on board with what’s required of them, they’re likely to come away with more questions and uncertainty.

This is especially true during times of significant churn, whether it be organizational change, shifting business priorities, or a market pivot to seize new opportunities. The bigger the potential impact, the more important it is to name it, and speak about it in concrete terms so that your people understand what’s at stake. 

Transparency Builds Trust

Naming the “elephant in the room” is one thing (and it’s a big thing), but providing honest context about what it means in tangible, practical terms is another. Being transparent in your communication can be the difference between people buying into the change you’re championing, or grudgingly paying lip service to it. 

At Syte, we always advise our clients to be as open as they can with their people on the changes that are coming. Sometimes there’s resistance: they don’t want to cause panic, or trigger resistance to a change that hasn’t happened yet. 

But in my experience, transparency can be a change agent in itself. It can shift the psychological atmosphere from one of tension to one of openness.

Transparent communication builds trust, and trust builds connection. 

That sense of connection — to the mission, to the business, and to each other — can become a flywheel that accelerates the change you want to see. When you’re completely honest about what you’re doing, why you’re doing it, and what it means for the organization going forward, you’re far more likely to get people on board. They become allies in a united effort, all rowing in the same direction.    

Clarity Enables Action and Collaboration

Communicating the facts about what’s driving a significant change in your business, and what’s at stake for your organization, are precursors to real action. When you’re communicating a message of what’s changing or what needs to change, you need to clearly articulate what that means in practical terms. 

This is where the rubber meets the road — and if not executed correctly, it’s also where the wheels can come off. 

Clarity is absolutely crucial here. The more information your team has, the more empowered they’ll be to contribute, collaborate and create change. Clear communication about goals and the roadmap to reach them provides an opportunity for your employees to work together, possibly in new ways. 

This isn’t necessarily about laying down the law for your team and dictating the minutiae of new procedures and workflows. Understanding the “what” and the “why” of the change you’re proposing (and maybe even the “how,” if you’ve gotten that far) creates a path for everyone to follow. If there are still unknowns on the journey ahead, your team will be empowered with the information they need to make informed decisions if and when unexpected obstacles arise. 

In Uncertain Times, Communication Is King

Leadership often means steering your organization through good times and bad. Embracing a culture of clear and transparent communication builds trust and resilience into your organization — no matter what comes your way.

Are you planning any big changes within your organization? We’d love to help you map out a plan to communicate and manage that change effectively, to ensure successful results. You can schedule your complimentary consultation right here.