COMPETENCY #6: Establish clear two-way communication channels for expectation and feedback

As you can see, this is the second competency where YOU are the critical link for success. As a Trailblazing Middle Manager, it is YOU that sets the stage for success for yourself, your direct reports, your division, your section--whatever it is you oversee.

An incredibly critical word in this competency is "clear"--think of how important it is to have clear skies or a clear river to navigate safely. This competency helps everyone navigate through group communication. The word "clear" as it's used here is in opposition to the word "cloudy" for my purpose of discussing communication. A Middle Manager can relate expectations and feedback in clear or cloudy ways. Here is an example of a cloudy expectation: "Okay, everybody, the pressure's on, we've got a deadline, I want everyone to do a great job this week!" That might generate some excitement or even angst, but it does not tell "everybody" what is expected of them.

The Trailblazing Middle Manager in the division next door wants to communicate the same sense of urgency and quality, but chooses a clear statement. Here is the TMM's pep talk: "Okay, everybody, the pressure is on because the Regional VP will be here to observe us and our output next Friday. This week I want everyone to keep their equipment maintenance up to date, follow correct process steps, and turn out the maximum number of widgets that's the standard for your spot on the line."

So now the employees know a little more about what a "great job" looks like (expectations). The lead foremen lets the TMM know (feedback) that one of the machines just went off line due to a broken cam, so they then discuss (2-way communication) what widget output would realistically be, taking that into consideration. 

So what's up in your world regarding clear two-way communication? Expectations? Feedback? What's working for you? What have you tried that you really thought would work, but didn't? Have you figured out why it didn't work? What have you always wanted to try, but never quite got it off the ground? What's holding you back?

(Please see "Succession Planning from the Middle Up!" [above] for the context of Competency #6.)

Other enquiring Trailblazing Middle Managers want to know!