Communicative leadership
Further develop the dialogue, the organisation and your self
Harmony when the key message shows the way
Communicative leadership is much more than just a potential position in the organisation. It is connected through communication, to make sure that people will understand and not be perceived as offensive.
Organisations that mange to wade through these obstacles are very good at communicative leadership. Everyone can show leadership, from CEO's to employees, the most important however, is that it is about an awareness and a continuous development.
It's imperative on all levels to develop one's business through communication, what do you see needs changing? The internal or maybe rather the externa relationships?
Organisations that mange to wade through these obstacles are very good at communicative leadership. Everyone can show leadership, from CEO's to employees, the most important however, is that it is about an awareness and a continuous development.
It's imperative on all levels to develop one's business through communication, what do you see needs changing? The internal or maybe rather the externa relationships?
In summary
Communicative leadership
Expression and dialogue of people leads the way
Processes of change
When changes are set in motion and in the first faces of implementation in an organisation, the communicative leadership is a very important moment.
The process is different depending on what is to be changed. It may be an update of your external image, or that your profile no longer matches the requirements of the outside world.
In order for you to receive a successful result, work needs to be adapted on many different fronts, and not just the main issue at hand. An organisations self-image, identity, effects the worlds image very strongly. What organisations very often wishes to be, are most often just words on a piece of paper if it cannot be linked to its identity.
The process is different depending on what is to be changed. It may be an update of your external image, or that your profile no longer matches the requirements of the outside world.
In order for you to receive a successful result, work needs to be adapted on many different fronts, and not just the main issue at hand. An organisations self-image, identity, effects the worlds image very strongly. What organisations very often wishes to be, are most often just words on a piece of paper if it cannot be linked to its identity.
Communication through change
What usually happens if there is well-thought out plan? In three simple steps a process of change can be set in motion, with most relevant questions being:
- initially why changing, and how will it effect the organisation?
- during what happens and will the members of the organisation be effected by this, if so, how?
- completion what does the change mean, and in what way shall the change be introduced as well as maintained in the organisation?
If these questions cannot be answered, the organisation will take it upon themselves to answer, which most often does not reflect reality, which then creates a lot of worry in the organisation. Make sure that you have everything under control when you initiate change, and make sure that you take communication in case of change seriously right from the start.
A communicative profile
- what does the employees in the organisation have to say about clients, suppliers, neighbours, friends?
- what type of image are you tying to spread of who you are as an organisation through market media and other communication channels?
- how do you profile yourselves on your website through vision statements, business ideas and policys?
- does it match with your perception? If not, then it's probably time to re-evaluate what signals you put out and what sort of messages gets received based on your external image and identity.
Leadership results
When a plan is in place and the work progresses, a successful result can be achieved. Here are some points in the outcome of the job:
- better understanding of what already exists in the organisation
- better communication hence better relationships,
both internal and external - higher income, happier clients
Through organisational development, issues that today seem difficult to solve for the organisation can be analysed (through gap analysis), change processes initiated, and strategic plans drawn up.
The goal is the result, the journey is the change and the whole is the development!
GAP-analysis
A gap-analysis is a tool that shows the corporations or the organisations current accomplishments (what has been done), versus its possible accomplishments (what needs to be done).
The goal with a gap-analysis is to identify the gap between the current and the optimal distribution and effort integration. The result of the analysis shows strengths and weaknesses as well as progress over time, if the analysis is repeated. With the gap-analysis as a basis:
The goal with a gap-analysis is to identify the gap between the current and the optimal distribution and effort integration. The result of the analysis shows strengths and weaknesses as well as progress over time, if the analysis is repeated. With the gap-analysis as a basis:
- can the company or the organisation identify possible areas for improvement and/or renewal
- prioritise measures that needs to be implemented, i.e. draw up action plans to achieve the best possible development for the organisation
- management can use the results of the analysis as a tool for development that can give the organisation an improved belief in the future and increase stakeholders' willingness to collaborate.
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