When I think about the times I’ve felt most fulfilled in my work as a communicator, several situations come to mind. One was when I managed a small team who really seemed to click, thus producing some excellent work for our company. At that same time, I was producing a monthly employee publication that allowed us to try fresh creative things. At other times, I’ve been fulfilled by the things I was learning or the fact that I was growing in my profession.
Hands down, however, the times when I’ve felt most fulfilled is when I knew my work was strategic.
Strategic is one of those words that seems overused but is truly important if you want your work as a communicator to be meaningful — and if you want job security. There is a lot of discussion these days about being creative in our communications, which is also important. In fact, the two are not mutually exclusive; corporate communications can be strategic and also be engaging and even entertaining. But without a connection to our organizations’ strategic goals, our communications are ultimately a waste of resources.
Connecting communications to strategy starts at the outset of an assignment. Ask yourself:
- What organizational goal are we helping to achieve?
- What initiative or project are we helping to advance?
- What are the messages we will communicate, how and to whom?
- How will we know we’ve succeeded?
That last question is vitally important. Failing to answer it correctly can derail the entire communication plan, or set it off in the wrong direction. I’ve always believed that the measure of success for strategic communication equals the measure of success for the projects and initiatives our communication supports.
I was the sole employee communications resource in a manufacturing facility early in my career. One day a process engineer came to me and said he needed me to join a team that was working on an important project for the plant — a plan to become ISO certified. ISO certification would mean that the plant meets stringent standards for quality assurance and cost effectiveness. Our customers demanded it, so failure was not acceptable.
We could only achieve ISO certification if everyone in the plant — from the engineering staff to support functions to production employees — were prepared for the inspection that was part of the certification process. The need for effective communication throughout the project was obvious.
My goal for the communication plan was not simply to produce information about ISO certification. My goal was ISO certification itself. If my communications reached the right people with the right information through the right channels, the chances of successful certification were much greater than if communications were ineffective. Of course, communication was not the only factor, but as the process engineer made clear to me, it was a critical one.
The plant achieved ISO certification on our first try. Customers were happy and our manufacturing processes were better than before. Clearly, communication had made a difference. That project remains one of the most fulfilling of my career.
What is the real purpose of your communication? Is it tied to a strategic goal for your organization? If it is, you can bet your leaders will take notice.
Filed under: Back to the Basics, Employee Communication, Strategic Communication | Tagged: communication goals, Communication Measurement, Employee Communication, ISO certification, job satisfaction, manufacturing communication, manufacturing floor communications, organizational goals, professional fulfillment, Strategic Communication | Leave a Comment »