How to Improve OR-SPD Communication

Want to reduce drama in your academic program? Start with how you communicate. Because in my experience? Most conflicts don’t start with bad decisions. They start when people feel blindsided, left out, or misinformed. And even the best decisions will fail—if people don’t understand them. Here’s what I’ve learned: - Good communication is rarely accidental. - It’s built, on purpose, through repeatable habits. Now, my style isn’t to casually walk the halls or “drop by your office for a quick chat” I have to be more intentional. So, here are the routine ways my office keeps the lines of communication open: ✅ Weekly Email Updates – Events, wins, and key decisions ✅ Monthly Faculty-Staff (’Staculty’) Meetings – Faculty/Staff in one room. ✅ Committee Chair updates - shared in public. ✅ All-Staff Meetings – Monthly. ✅ Advisory Board - Once per semester. ✅ Biweekly Leadership Council Meetings ✅ Email Summary of Leadership Council Discussions ✅ Lunch Meeting with Student Council – Twice per semester. ✅ Lunch with Leadership Council – Monthly. ✅ Lunch with Assistant & Associate Deans – Bi-Weekly. ✅ “Coffee Talks” with Each Department/Area – Once per semester (x 15 Areas). ✅ 1:1 Meetings with Direct Reports – Finance, HR, MAR/COM, Operations, Advancement, Enrollment, Chairs, and Assistant/Associate Deans. Is this overkill? It depends on who you ask. 😀 But does it prevent confusion, assumptions, and relationships strong? Absolutely. 👉 Making good decisions is only half the job. 👉 The other half is making sure people understand them. ---------------------------- ♻️ Repost this to help other academic leaders.  📩 Subscribe to The Academic Leader’s Playbook—link in profile.  💬Follow for posts about leadership, higher ed, & the arts. #HigherEdLeadership #AcademicLeadership #FacultyDevelopment #UniversityLeadership #EffectiveCommunication #LeadershipStrategy

Last week I mentioned implementing programs like "Food for Thought" to encourage brainstorming and outside-the-box thinking, as it relates to creating a culture of communication and feedback. Before the pandemic, I used to bring in breakfast, lunch or an afternoon snack and call the meeting Food for Thought where I would get feedback from the team on what is going well and what are the opportunities for improvement. Here are some ideas to incorporate this in a #hybridworkforce: ✅ Virtual Coffee Chats: Schedule virtual coffee sessions where team members can gather online and have casual conversations. This informal setting encourages open discussions and allows for sharing ideas and feedback. ✅ Collaborative Document Sharing/ Online Idea Forums: Utilize collaborative document-sharing tools such as Google Docs or Microsoft Teams to encourage real-time collaboration. Team members can contribute their ideas, provide feedback, and collectively work on projects or problem-solving tasks. ✅ Virtual Brainstorming Sessions: Conduct virtual brainstorming sessions using video conferencing tools. Facilitate interactive discussions where team members can share their ideas and engage in creative problem-solving exercises. ✅ Surveys and Polls: Use online survey tools to gather feedback from team members on specific topics or projects. Surveys can be anonymous to ensure open and honest responses, and the results can be shared and discussed during team meetings. ✅ Virtual Team Building Activities: Organize virtual team-building activities that encourage collaboration, creativity, and problem-solving. These activities can include virtual escape rooms, online trivia games, or team challenges that promote communication and thinking outside the box. Remember, the key is to provide opportunities for active participation and engagement, regardless of the physical location of team members. By embracing technology and fostering a culture of open communication, you can create a collaborative environment conducive to generating new ideas and seeking feedback. Which idea do you like the most? #hybridsales #communication #culture #hybridwork

Leadjitsu leaders don't wing it. Respect is not something you can touch, yet when it is missing, it reverberates through the team. In my years of leadership, I've seen countless examples of a lack of respect for others. I'll share some examples tomorrow. For now, I want to share a Story From the Leadjitsu Dojo. 𝐓𝐡𝐞 𝐒𝐭𝐨𝐫𝐲 Once upon a time, in a bustling corporate office, there was a team led by Sarah, known for her sharp skills but not for her people management. The team was diverse and talented but increasingly disengaged. The root cause? A lack of respect and feeling undervalued. 𝐓𝐡𝐞 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 Mike, a creative designer, felt his ideas were constantly overlooked. Anita, a diligent coder, felt undervalued. The team meetings were a monologue of Sarah’s ideas, with little room for others to contribute. They'd just stopped sharing altogether. The atmosphere was tense, and productivity was plummeting. 𝐓𝐡𝐞 𝐓𝐮𝐫𝐧𝐢𝐧𝐠 𝐏𝐨𝐢𝐧𝐭 Sarah knew things were not going well, but she couldn't quite pinpoint the problem. When she asked, the team just said things were fine. One day, Sarah attended a seminar on 'Dojo Respect' – a concept from the Leadjitsu Leader's Code, emphasizing the importance of respect in leadership, akin to the reverence shown in a martial arts dojo. Intrigued, Sarah decided to implement this in her team. It wasn't easy. It required Sarah to change her approach and it was not the least bit comfortable. Here are a few steps Sarah took in 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐢𝐧𝐠 𝐃𝐨𝐣𝐨 𝐑𝐞𝐬𝐩𝐞𝐜𝐭 1. Increased Active Listening: Sarah started by actively listening to her team members. In the next meeting, she encouraged everyone to share their ideas. Mike’s innovative design approach was acknowledged and implemented, boosting his confidence. She reminded herself to talk less and listen more. 2. Acknowledged Contributions: Anita’s coding skills were recognized in a genuine and heartfelt team email, highlighting how her work streamlined a major project. This public acknowledgment was unexpected and welcome. Anita felt proud and valued. 3. Encouraged Open Communication: Sarah established a 'no interruption' rule in meetings, ensuring everyone’s voice was heard. If Sarah started to interrupt, she stopped and apologized. She thanked the team when they finished. This open communication led to more collaborative and creative solutions. 𝐓𝐡𝐞 𝐎𝐮𝐭𝐜𝐨𝐦𝐞 The transformation was remarkable. The team that once felt unheard and undervalued now thrived in an environment of mutual respect and collaboration. 𝐓𝐡𝐞 𝐋𝐞𝐬𝐬𝐨𝐧 'Respect' isn't just a word; it's the foundation of effective leadership. 'Dojo Respect' isn't just a concept; it's a solution to one of the most common workplace challenges. When leaders like Sarah embrace it, they don't just change the dynamics of their team; they unlock its full potential. Share your examples of Dojo Respect.. or lack of it! #executivesandmanagement #leadershipdevelopment

A meeting pops up on your calendar unprovoked.. What's the first thing that goes through your mind: 😣 Oh no, I am laid off 🥰 Yay time with my manager 🥴 Uh oh, what did I do.. I think it's fair to say we all might have a meeting PTSD, so I'd like to share a few tips that can improve communication when throwing a last minute meeting on someone's calendar. Whether you're an employee or a manager, these tips can make a significant impact: For Employees: 1️⃣ Prioritize Self-Care: When faced with sudden meeting requests, it's essential to manage stress levels and prioritize self-care. Take short breaks, practice deep breathing exercises, or engage in activities that help you relax and recharge. 2️⃣ Communicate Boundaries: Openly communicate your availability and preferences to your manager. Setting boundaries regarding last-minute meetings can help you maintain a healthy work-life balance and reduce anxiety. Be assertive and express your needs respectfully. 3️⃣ Seek Support: Don't hesitate to reach out to a trusted colleague, mentor, or HR representative if you're feeling overwhelmed. They can provide guidance, offer a listening ear, or help you navigate any challenges you may be facing. For Managers: 1️⃣ Provide Adequate Notice: Whenever possible, give your team members ample notice before scheduling meetings. This allows them to plan their workload effectively and reduces the chances of surprising them with unexpected demands. 2️⃣ Set Clear Agendas: Share meeting agendas in advance, outlining the purpose, topics, and expected outcomes. This enables your employees to come prepared and contribute meaningfully to the discussion, reducing anxiety and confusion. 3️⃣ Foster Open Communication: Create a safe and inclusive environment where employees feel comfortable expressing their concerns or limitations. Encourage open dialogue and actively listen to their needs. By understanding their perspectives, you can better support them and foster a positive work culture. Peace out on unmindful meeting habits, we can do better! ✌🏼 By being mindful of the impact of sudden meetings and prioritizing effective communication, we can support one another and create a healthier work environment. Let's work together to promote understanding, empathy, and productivity. If you have any additional tips or personal experiences to share, please comment below. Let's continue the conversation and support each other through these challenging times. #WorkplaceWellness #EffectiveCommunication #MentalHealthMatters #SupportiveWorkCulture

I recently found myself thinking about an old but highly impactful community project I was a part of. It was one of those high-stakes situations with intense deadlines and a fair share of hurdles. A true test of leadership! In that challenging environment, I came to appreciate even more the leadership style I tend to gravitate towards: a mix of servant and democratic leadership. This approach prioritizes enabling the team, removing obstacles, and encouraging open dialogue where everyone's ideas are valued. I remember vividly how the project teetered on the brink, with stress levels spiking. As a leader, I knew something had to change. Here's what we did: 1️⃣ Streamlined workflow: We identified and removed bottlenecks to help the team work as efficiently as possible. 2️⃣ Open discussions: We fostered an environment where everyone felt comfortable discussing challenges and proposing solutions. 3️⃣ Extended timeline: Recognizing the undue pressure, I negotiated a slightly extended deadline to allow us to breathe. These actions didn't just save our project - they led us to surpass our community's expectations! Now, the key takeaways that I want to share are: 🔑 Empower your teams: A team that feels supported and valued is more motivated and productive. 🔑 Encourage open communication: Ideas can come from anywhere, and diverse insights often lead to the most innovative solutions. 🔑 Stay flexible: Rigidity in plans or timelines can sometimes be more hindrance than help. Adapt as needed. From this experience, my belief in servant and democratic leadership styles only grew stronger. It was a testament that when you prioritize your team, facilitate communication, and stay adaptable, there's no challenge you can't overcome. How do you approach leadership, especially in high-stress situations? Share your thoughts and insights in the comments!

This week I've had the same conversation with several clients across different industries who have confided in me about their desire to provide more transparency and open communication to their teams and get it from their leadership. All of them are working through major changes so it's no wonder, really. Major changes are swirling around us all, and uncertainty can be a breeding ground for anxiety. Especially during times of change, employees crave information. Here are some communication tips to navigate uncertainty, both for employees and leaders: For Employees: 🔍 Seek Clarity, Not Certainty Don't expect to have all the answers. Focus on understanding the situation and the company's approach. ❓️ Ask Questions & Share Feedback: Open communication is a two-way street. Don't be afraid to ask questions and provide constructive feedback. ➕️ Stay Positive & Be a Source of Calm: A positive attitude is contagious. Be a source of support for your colleagues. For People Leaders: 🗣 Communicate Early & Often: Keep your team informed, even if there's no news. Regular updates build trust and reduce anxiety. 🤝 Be Transparent & Honest: Acknowledge challenges and don't sugarcoat the situation. Be honest about what you know and what you don't. 🌈 Focus on Solutions & Hope: While acknowledging challenges, focus on solutions and the path forward. Offer words of encouragement and hope. By following these tips, you can foster a more positive and productive work environment during uncertain times. #CommunicationMatters #TransparencyMatters #3KeysConsulting #IncBlocks #KeysToTheFuture #KeysToSuccess #Change #TransformTheFuture #Transparency #Coaching #KeysToChange #ChangeManagement