I’m not a runner, but lately I’ve been pretending to be one in preparation for a local event, the Corporate 4-Miler. I’ve reached the ability to run two miles without stopping, which doesn’t sound like a lot for people who run in 10ks and marathons, but which is a major accomplishment for me.
As one of my Facebook friends reminded me, we all cross the same finish line. I’m not looking to set any records. I’m looking for the free beer at the end.
Earlier this year, my boss asked me to put some thought around manager/leader communication in my company. We want managers/leaders to be better informed so they, in turn, can communicate more effectively with the people they lead. I excitedly mapped out a plan for reaching the desired end state in which managers/leaders are well trained as communicators, where they freely share information with their people and engage them in meaningful dialogue.
My boss reminded me that what she was really looking for was some incremental steps toward that goal that we could take immediately. Ahh. That makes the task a lot less daunting.
To help guide my thinking in manager/leader communications, I bought a book called The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. It’s written by a Harvard Business School professor and her husband, a developmental psychologist. They asked hundreds of employees in several organizations to keep diaries about what motivated them at work. One big finding was that while managers and leaders often believe recognition, incentives, clear goals and the like are the greatest motivating factors for employees, the thing that really gets people going is seeing incremental progress toward goals. People want to see the baby steps that get them where they want to be.
Of course, this suggests a significant communication role for managers/leaders. People want to understand the goals before them, they want to know where they fit in, and they want regular feedback on how they’re doing. They want this collaboration and communication with their bosses to be consistent and ongoing. Seeing incremental progress motivates people to be more engaged, productive and creative in their work.
Thunderstorms every day this week have kept me from being able to run outside. I had worked my way up to completing two miles, but not being able to see any progress this week has demotivated me. Kind of like a lack of communication from a boss. I’ll get back out there and pick up where I left off, but it’s going to be tough.
Filed under: Creativity, Culture Change, Employee Communication, Executive Communication, Lessons From Life | Tagged: baby steps, Corporate 4-Miler, Creativity, Employee Communication, engagement, Executive Communication, Harvard Business School, incremental progress, leadership, leading people, management, manager communication, motivation, productivity, progress toward goals, Teresa Amabile, The Progress Principle, work life |