Here are some questions your employee might be asking himself…
What am I learning in this organization?
Am I able to live?
Do I have time for other things?
Do I have friends here?
Do I understand my value?
Here, Maslow’s hierarchy of needs has been superimposed onto a measured scale of employee engagement. The corelation to an employee’s sense of being valued is clear. If you are a leader who belives your employees are only there to collect a paycheck, then they will hover at the Security level of the paramid and will likely never engage.
You, Ms. Leader, make me feel disengaged from the organization when you think communication is not important …
When you hold me accountable for things I can not control …
When you withhold information about the direction of the organization so I don’t understand the value of my work …
When others have more influence with you than I do because your focus is upwards and not down …
Orange thinking is a concept of combining two powerful perspectives, aligning them strategically by establishing a common end, and synchronizing and integrating plans to bring about change.
The discipline of Psychology tells us that the color yellow represents ENERGY and the color red represents PASSION. Together they are orange which represents FOCUSand ENTHUSIASM, which is an ideal environment for change.
The challenge is implementation. There are three steps to turning one’s thinking orange.
The fist step is to identify where the energy in an organization comes from. What is the brightest shining light and what is it shining on?
The second step is to determine what driving forces exist. Where does the passion lie?
Finally, the energy and the passion need to be reoriented towards the same objective.
Aligning red and yellow forces creates an impact at a visceral level and it facilitates overcoming inertia inherent in the organization. Like traffic cones, orange thinking enables movement towards making a change in the world.
How many emails do you have in your inbox? Do you really want one more? Your employees feel the same way. You are competing for their attention and so you must craft your message so that critical information gets through.
To reach your organizational goals your team needs to counterbalance ambiguity with good organization design. You need your employees to be able to talk about your goals consistently and passionately without a PowerPoint.
You must contextualize communication around your strategic objectives for communication is the lifeblood of your organization and essential to successful projects.
Ok, so this isn’t the first post but we are starting fresh. Have you ever experienced a moment when you wondered what you were supposed to know but don’t given your age? Questions might pop into your mind such as, when should I go see the doctor for a physical or how do I get investment advice?
I know some of this knowledge is supposed to be passed down from parents but what if that didn’t happen? Would you rely on television commercials or Google? Would you try to strike up a conversation with a buddy at work? How will you know you are getting good advice?
Insights will tackle some of the questions that we can’t put off any longer. I hope this starts a conversation and possibly provides some helpful guidance occasionally.
The labyrinth is a model or metaphor for life. The Christian life is often described as a pilgrimage or journey with God, a journey in which we can grow closer in relationship with God, and in turn, closer to others.
In life, as in the labyrinth, we don’t know where the path will take us. We don’t foresee the twists and turns that the future holds, but we know that the path will eventually arrive at the center, God. Sometimes the path
leads inward toward the ultimate goal, only to lead outward again. We meet others along the path—some we meet face-to-face stepping aside to let them pass; some catch up to us and pass us from behind; others we pass along the way. At the center we rest, watch others, pray. Sometimes we stay at the center a long time; other times we leave quickly.
Computer Mediated Communication or CMC, is generally defined as the use of technology to exchange, broadcast, or publish messages. It is difficult to determine the point CMC emerged but one school of thought places its origin with the exchange of prototype emails during the 1960s.
The founding of the Journal of Computer-Mediated Communication (JCMC) in June 1995 established a focus on social science research which includes communication, business education, political science, sociology, media studies, information science, and other disciplines in its purview.
The evolution of communication technology has radically changed the world several times during the course of human history. From oral tradition, to fix-type print, to telegrams, to tweets, how we communicate has repeatedly revolutionized business practices, made the world smaller, and redefined culture.
The last two decades have demonstrated an exploding pace of change as the Millennial generation, which has been immersed in technology since birth, matures to adulthood. The potential for exponential propagation of messages, in a viral-like pattern, is one reason for intensified focus on CMC. Virtual teaming, cyber-crime, and e-learning are just a few examples of things to be considered today that have only recently emerged.
How you manage your communication has a real and lasting effect on your success.
orangeblogs.org a> • by Leslie BolserLast night, my daughters and I walked to our local park with a group of family friends. As we enjoyed one of the first official nights of summer break, we bumped into Emily, a young lady from our church who is home…
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