Certainly, every manager in his career has repeatedly received tips on how to best manage his/her team. What to do and what not to do, how to work to exceed the results, the goal. However, how to work effectively when so many different ways do not bring the desired results? How should I manage with success, when the era of subordinate, the employee – supervisor ends, and the period of partners at work has begun long ago, to whom I can not give official orders and who have ceased to be motivated only by material values, such as another salary rise, or better business car.
Colloquially, the word management is associated with business, and one of many definitions of management describes this process as “A set of activities (including planning and decision making, organizing leadership, i.e. managing people and controlling) directed towards the organization’s resources in an efficient and effective manner.” According to Peter F. Drucker, management cannot be related only to business, because it also applies to institutions such as hospitals, Catholic dioceses and universities. In addition, it is the “mission that defines the strategy and the strategy defines the structure”, which necessitates the adaptation of the appropriate form of management to the specific character, industry or purpose of the company. Of course, management is closely connected to the people who are the company’s greatest asset and resource. People who often come from different cultures and define themselves through different religious denominations. Therefore, when a manager wants to increase the value and efficiency of each of her/his employees – which significantly causes an increase in the company’s profits, she/he needs to prioritize his/her communication in managing diversity, because communication is not only information transfer, but communication has a creative role.
It is impossible not to communicate, which is why communication requires professional knowledge, proper preparation and great responsibility. The language we use (or don’t use) creates the reality around us, exerts a certain impact on ourselves and other people.
A manager who wants to lead people, not just manage them, needs to know the mechanisms that make people behave and communicate in a certain way, use knowledge about the complexity of human reactions and the effects that a particular message can cause, move away from language and colloquial vocabulary towards communication adapted to various thinking styles. The greatest art in management is to communicate goals so that different people can imagine them. Appropriate communication means that “all ships sail” to one port, and then everyone can be disciplined and well organized. In addition, a common direction significantly accelerates the implementation of the company’s goals.
Contemporary organizations are changing their assumptions about people working in the structures of the company. According to Drucker, the belief about a man acting for the company as an employee or subordinate is increasingly devalued in favor of partner relations. Therefore, by definition, the manager cannot give official instructions to partners. Therefore, a high level of soft competences, such as communication, allows me to effectively negotiate what is important to me, both in situations where I have different enforcement tools, and where I do not have these tools. In addition, high flexibility in communication and understanding of people’s mechanisms is a means to trigger long-term motivation based on combining company values with the values of individual partners.
“Communication is everything and everything is communication” (Jolanta Wasilewska)
What distinguishes big companies, brands and the best managers from mediocrity is mastery in using language, which means excellent communication. That’s why great leaders communicate their goals in a simple way and do it perfectly. To reach such a high level, they first had to give communication knowledge priority status and the highest rank, and then thoroughly learn and apply it.