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Is your team struggling with poor results, apathy, and feelings of being overwhelmed?  Stop and consider if they really understand the big picture.

Can they grasp real meaning in their work beyond the growing daily to do list. As we continue our series on the biggest mistakes team leaders make, we focus on the perils of under communicating the big picture.

Symptoms that Your Team Doesn’t Get the Big Picture

Kelly’s Story:

Kelly’s team is really busy. They’ve been working hard and getting by, but results are stagnant. She’s tried everything: more recognition, contests, she even came in dressed as a superhero to try to get the team riled up. Each of these stunts worked for a day or so, but then the results returned to their normal mediocre state and the stress levels creeped right back up.

Frustrated, Kelly went old school and writing warnings for those at the bottom of the stack rank. That got a few people’s attention, but now morale is in the tank.

She asked Frank, one of her most dedicated team members, how he was feeling:

I’m getting pretty stressed out too. It just seems that we’ve got this really long list of things to do and the work just keeps coming. I feel like I’m on a treadmill and am just running toward nowhere.

When Kelly asked if he understood, why they had been asked to work so hard this summer, he just shrugged his shoulders. Chances are, Kelly could make a big difference by doing a better job of communicating the big picture.

  • Mediocre results
  • High Absenteeism
  • Apathy
  • Insatiable thirst for recognition
  • Feelings of being overwhelmed

Why Team Leaders Forget to Connect the Dots

Communicating the big picture is a skill that’s often lost in early leadership development programs. After all, big picture thinking is for execs, right? No. Everyone needs to get where they fit in. Many team leaders under-communicate the big picture for the following reasons.

  • You Don’t Fully Understand It – Face it, sometimes the big picture is murky. It could be that change is happening so fast that it’s hard to keep up. Or, there’s a lot of secret stuff happening behind closed doors, and what’s hitting the front line really doesn’t make sense. If what you’re being asked to ask your team to do feels stupid, it’s important to ask the right questions to ensure it makes sense to you. If you’re frustrated and confused, your team will see it. Get the clarity you need first. If that’s tricky ask for advice, or talkpoints, or an opportunity to role-play how to best communicate a message to your team. If it still doesn’t make sense, respectfully articulate your concerns. You may have a perspective that has yet to be considered.
  • You’re Relying On Someone Else To Do It – You know your team has heard the message at least 4 times. Go for 5. Even if they’ve heard the webcast, participated in the town hall, read then company newsletter, and had a visit from the senior team, they need to hear it from you. Teams need people they trust to translate the big picture. They need time to ask questions and to voice their concerns. Just because the smiled happily when your bosses boss shared the news, does not mean they’re gun ho and ready to go.
  • You’re Just Too Busy – When you’re drowning, it hardly seems like a good time to step back and contemplate the big picture. But you may be surprised how much time you can save from such a little investment. Once upon a time I was leading a sales team that was just not executing in one particular arena. They just didn’t seem motivated to try. It didn’t make any sense to me, because the comp plan clearly paid big bucks in this arena. I was venting to my finance guy, “don’t they understand that just doing this one thing right could go a long way in paying off their car?” He asked one simple question, “Karin, are you sure they know how they’re getting paid?” You guessed it, despite all the training on the comp plan, the team meetings, and the fact that they got a detailed statement each month, the majority of the team could not explain to me how they got paid. We took the time out to go through everyone’s statement one-on-one. Bingo.

3 Ways To Communicate the Big Picture with Ease

So you want to get better in this arena? Try these three steps:
  1. Magnify The Meaning – Talk to your team about the impact their work has on the greater good: the customer, the world, and others they serve. Engage in dialogue and ask them to identify what makes them most proud about the work that they do.
  2. Clarify Priorities – It’s vital that the tasks you’re asking the team to perform does not feel like a to-do list of unrelated tasks. Bundle the work into meaningful chunks that link back to the bigger picture. If you can’t combine the tasks into meaningful clusters, you may have too many priorities. Figure out what matters most and nail those. Know that if something needs to drop what that will be. If you have to fail at something be sure you’re the one that chooses what that will be
  3. Simplify the Message – If you can’t explain your team’s mission in one sentence you don’t fully understand it. If you’re really struggling, ask a few strong team members to give it a shot. Everyone on your team should be able to respond to your team’s mission in a very similar way.

All the other work you do as a team leader will be undermined if your team doesn’t have a strong unifying sense or where they’re headed. Ask your team today. Can they articulate your team’s mission in one sentence?

Note:

Under-communicating the Big Picture surfaced as an important theme in response to my post The Biggest Mistakes Team Leaders Make. If you missed that post, take a quick look so you can join the fun.

We’re working on a crowd-sourced e-book that will be free to all LGL subscribers. The Insiders Guide To Communicating the Big Picture is the starting point for chapter two.

Please share your success stories and lessons learned for possible inclusion.

We hope you will join the fun. It’s not to late to contribute your thoughts to the Insiders Guide To Micromanagement.

Filed Under:   Communication, Energy & Engagement, Everything Else
 
 
Karin Hurt
Karin Hurt
Karin Hurt, is CEO of Let’s Grow Leaders and a former Verizon Wireless executive. Karin was named on Inc.’s list of 100 Great Leadership Speakers for Your Next Conference, the American Management Association List of 50 Leaders to Watch, and as a Trust Across America Top Thought Leader in Trust. She’s the award-winning author of two books, Winning Well: A Manager’s Guide to Getting Results— Without Losing Your Soul, and Overcoming an Imperfect Boss. She’s regularly featured in business publications including Fast Company, Entrepreneur, and Inc.
 

Join The Conversation

What People Are Saying

Steve Borek   |   02 June 2014   |   Reply

Communication begins with the leader modeling the way. How are you showing up? How are you spending your time? What’s your language. Do you Do What You Say You Will Do? (DWYSYWD)

Transparency is key. Be authentic.

Karin Hurt   |   02 June 2014   |   Reply

Steve beautiful. DWYSYWD is so important in all aspects of life.

bill holston   |   02 June 2014   |   Reply

The most successful thing I’ve done with my small staff to communicate about the big picture has been to celebrate victories with recounting what each person does to contribute. We won a trial for a pro democracy activist. I gathered the team and said: Rose, you screened the call when X first called. Mary, you did his first intake, June, you raised the money to pay all the salaries…..All ten team members had contributed on this one victory. It helps to show that every team member has a part I think.

Karin Hurt   |   02 June 2014   |   Reply

Bill, That’s a very important and specific example that will be perfect for the book. Thanks for sharing.

Terri Klass   |   02 June 2014   |   Reply

Communication and getting your message out clearly is essential for all levels of employees to embrace the big picture.

Recently I rolled out an initiative on building accountability and transparency in a company’s workplace. Before each program we had one of the senior team leaders share their thoughts about the importance of accountability to them and what that looks like. The specifics really helped the employees to see the benefits of each being responsible for themselves and others.

Thanks Karin!

Karin Hurt   |   02 June 2014   |   Reply

Terri, that’s great. It’s good to get specific! Thanks

LaRae Quy   |   02 June 2014   |   Reply

Great list of action tips, Karin.

I’ve found that if leaders can 1) clarify the goal in a 2) simple and straightforward manner, it does wonders in helping the team making the organization’s their own goal as well.

That transition is the key…too often goals or deadlines are barked out without providing a way for the team to buy into the overall big picture.

Great post!

Karin Hurt   |   02 June 2014   |   Reply

LaRae, Thanks so much. I so agree, slowing down enough to get buy-in at the beginning helps you to go fast down the road.

Joy Guthrie   |   02 June 2014   |   Reply

Sometimes, the big picture is not well understood. We may think we’re using clear language; but, what we’re meaning to say is not how people understand it. That’s one of the reasons why we started our work to DRAW the big picture. Drawing it out can reframe the conversation to the areas that are not well understood. When it comes to the impact to the customer, we like to put the customer in the middle of every transaction. That can elicit bit Ah-ha moments.

Karin Hurt   |   02 June 2014   |   Reply

Joy, I love the work that your company does on literally drawing the big picture. It makes it so easy to visualize what’s going on.

Jon Mertz   |   03 June 2014   |   Reply

Karin,

Great points to engage in communicating. If communicating is important (and it is), then we need to set aside the time to engage with different people at different times. With priority, time is set aside to communicate, working the time into our busy schedule. Doing this sets the tone and message of the importance.

Thanks!

Jon

Karin Hurt   |   03 June 2014   |   Reply

Jon, Amen. That’s half the battle