One thing I’ve learned across my 25 years in the healthcare construction world is that language matters. On the ground. In the conference room. Now on a Zoom call. And as leaders, being intentional and impeccable with our word is more important than we think. So what do you do with the inevitable buzzwords that accompany every zeitgeist? I give them nuance and I redefine them. Here’s how to make your words count and be a model for your team to do the same.
Collaboration. How can we reclaim the definition?
A decade ago, collaboration would have been primarily defined as five people in a room with a whiteboard. Now this word has been slapped on a variety of business tools: Asana, Slack and Trello just to name a few. I think of these more as often-passive communication channels. Why? Because very little happens in real time, interpretations vary wildly and tone does not translate. True collaboration should involve swerving out of your lane for different perspectives and real time volleying of conversation and debate. In fact, organizational psychologist Adam Grant and psychotherapist Esther Perrel recently cited research that shows how energy and ideas are boosted significantly when two remote workers are having real-time online communication.
What To Remember: If you want to collaborate and a communication channel is your only option, you’ll need breakout rooms, a facilitator and a “whiteboard”.
Transparency: What is your intent?
Transparency has a nice inclusive ring to it, doesn’t it? It makes you feel honest and straightforward. When used appropriately–for sharing information with the intent to inform, reduce fear and boost trust–transparency is an essential best practice. An example would be informing your team that due to budget constraints, there will be no bonuses this year. Your message is “that’s the only thing we know for sure right now.” But be careful you don’t phrase your announcement as a question or an invitation for input. Because that’s collaboration, not transparency. And if your audience assumes there’s a democratic process in place, then realize they don’t have a vote, you lose all the trust and security you were trying to build.
What To Remember: When you’re about to exercise alleged “transparency”, ask yourself what you’re seeking. Someone to listen? Someone to respond? Or an opinion that contributes to the decision?
Engagement: Are your expectations too high?
A modern definition of engagement is “an emotional state where we feel passionate, energetic, and committed toward our work.” So how do we inspire this type of engagement on endless virtual calls? The biggest culprit is leaders having the same expectations for different types of interactions. When you’re one of 30 people on a virtual call, and only six people are talking, and you’re not actually in the room–not to mention that COVID has offered you convenient excuses to hide your face or bail early–it’s pretty hard to stay engaged, let alone be invested. On the other hand, if you’ve been invited to a breakout room with 10 people where you’ve been asked your opinion on important concepts, staying engaged is far easier and more appealing. See Collaboration above.
What to Remember: Be more intentional about aligning your communication style, setting, and platform to the content of your message, and you’ll get the engagement you’re looking for.
Empowerment. Are we confusing this term with delegation?
We’re tossing this e-word around a lot and I don’t love it. It’s a softer–less aggressive– form of “power”, which makes it appealing, but it’s often confused with delegation. And the difference between the two is also the difference between a manager and a leader. Managers tell, while leaders ask. Effective delegation is task oriented–you set clear expectations and expect an employee to follow them. You want it done a specific way. (Hint: Don’t expect anyone to read your mind). Effective empowerment is outcome oriented–you provide a specific “what” and you release control of the “how”. A release of expectations is required. In fact, with empowerment, even the “what” might look a little different than you envisioned, but you’re open to it because you trust the stakeholder.
What to Remember: If you’re still mostly in control, but trying to spread out the tasks, you’re delegating. If you’re comfortable releasing control and attempting to inspire creativity and independence, you’re empowering.
Are you empowering, engaging and collaborating? Are you being transparent? I encourage you to take a look at your own best practices and redefine these buzz words for better success in the workplace.
